Finding and hiring the right employee is a time-consuming, and, often, costly process. So, the last thing you want is for them to leave after just a few weeks.
A big part of making sure that this does not happen is getting the onboarding, or induction, process right. It is all too easy to get it wrong and end up with the employee feeling that they are in over their head or do not fit in.
When that happens, there is a far higher chance that they will just leave. Fortunately, there are ways to make sure that does not happen.
Use online tools to standardise the process
Top of the list is to use cloud software for HR onboarding. Doing everything online significantly speeds up the process of settling in a new employee. You can also potentially use these tools to set up induction and policy videos for them to watch.
If you do take this approach do not forget to test their knowledge to make sure they have fully understood everything.
Spend quality time with your recruits
However, that does not mean it is OK to lock them away in a room, in front of a screen and call that their induction. That cold and impersonal approach does not usually work out well for either party. You need to also make sure that they integrate with the rest of their team.
Give them the tour
Get someone to take them on a tour of the facility. This will help them to get their bearings. Plus, the person accompanying them can break the ice a bit, by introducing them to a few people.
Show them what the firm does
If you can, take them through the entire creation or production process. This will enable them to see what they are working to achieve and make it far easier for them to grasp the importance of their role. If you want, you can break this part of the process up and do it over a month or so.
Follow up with them for a few weeks
Ideally, you want to follow up with them at least once a week for their first few weeks. This gives you the chance to check how they are doing and answer any questions they may have.
Make sure they are set clear goals from the start
It is important that their direct manager sits down with them at an early stage and explains what is expected of them. Having clear direction from the start will help them to work out what they should be focusing their efforts on.
Set them some goals and schedule an appraisal in a month or two to review progress. If you do not currently have an appraisal system in place you may wish to implement one. As you can see here, doing so has benefits for both new and long-term employees.
Looking after your employee from day one pays dividends. When people feel valued and clearly understand their role they are far more likely to stay and become sound employees.
