Think of onboarding as an afterthought? Think again! Improving the talent experience on the first day of the job can be the single most important thing we can do to ensure a successful engagement.
According to a recent Allegis Group survey of nearly 7,000 talent professionals and candidates, onboarding matters, and with a few questions, companies can boost engagement and retention by improving the first-day experience.
1. Organize and prepare early for the candidate’s first day.
Don’t wait to start preparing for the new hire. Multiple departments are likely to be involved, with related activities that take time to execute. Establish a process and timeline, and stick with it.
2. Make sure IT and office resources ready for day one.
When ordering equipment and setting up communications, don’t overlook the details. If a new hire has to wait a day to start working because an access code is not set, a phone doesn’t work, or a desk isn’t ready, the experience can set a negative tone for the relationship.
3. Introduce new hires to teammates and key stakeholders.
The new hire is busy. Every teammate and leader is busy, too. So, it’s easy to procrastinate about making introductions. Don’t wait. Take the time early to introduce the new hire to the people they need to know. It can make your organization stand out as a great employer.
4. Give new hires a tour of the facilities.
It’s easy to take it for granted that someone will show the new hire around. Make sure someone is available to provide a tour, not simply of the immediate working area, but of all the places the new hire is likely to go.
5. Provide background on the company and business strategy.
Provide a detailed education about the company on day one. This simple step helps the new hire understand the larger picture and take pride in your team and your business right from the start. With the right business context, new hires are more likely to make the best decisions on any questions or decisions that arise in their work and their business relationships. Knowledge is power.
6. Provide clear job expectations from the start.
While employers believe they are clear in their expectations, new hires are less likely to agree. Take a second look at what you are communicating to the new hire. Do you have the details needed to get started? Are you documenting 30-, 60-, and 90-day goals? Do you give new employees enough information and access to allow them to ask questions?
7. Meet with your new hire consistently and frequently.
Communication and relationship-building define the employee experience. Are you leaving new hires to learn and fend for themselves or giving them the knowledge, tools, and relationships to succeed? According to Allegis Group’s survey, employers are much more likely than workers to be content with the process. When you always look for ways to spend more time with your new hires, the result is likely to be a productive and impactful employee relationship.
Don’t Let Onboarding Blind Spots Hold You Back
Have questions about onboarding or any other part of the talent experience? We’re here to help! Download Allegis Group’s recruitment white paper, “Staying in Front: An Inside Look at the Changing Dynamics of Talent Acquisition” today.