Engagement 2Congratulations, you’ve hired a new employee! Now what? Unfortunately, finding the right candidate is only half the battle of filling a vacancy. The final and most important step of hiring is effectively training for the position and integrating the employee into the company culture.   

 

 

Avoid these New Hire Pet Peeves

Congratulations, you’ve hired a new employee! Now what? Unfortunately, finding the right candidate is only half the battle of filling a vacancy. The final and most important step of hiring is effectively training for the position and integrating the employee into the company culture.

Research from Bersin by Deloitte found that 25 percent of new employees leave within a year of being hired, which costs companies an average of more than $10,500 per lost employee. Onboarding of new employees is an investment in their retention and engagement, and organizations must protect this investment. Read on to learn how you can minimize turnover by avoiding new hires’ top pet peeves and creating a successful onboarding experience.

01-15 New Hire Tips.jpgPet Peeve #1: Silence After an Offer is Signed

Once a candidate accepts a job offer and fills out the preliminary paperwork, they are often met with silence. Don’t let the employee’s enthusiasm for their new position and company wane. Instead, recruiters should welcome the candidate by introducing them to their manager who should then send them company information, industry news and logistics for their first day.

Pet Peeve #2: A Disorganized First Day

Impress your candidates by seamlessly transitioning them from recruiting to onboarding. An HCM system will help you avoid duplicate efforts by storing new hire data and tracking completed forms. Additionally, recruiting expert Frederick Morgeson, a professor at Michigan State University, suggests that recruiters serve as the new hire’s point person during the first 30 days since they have already developed a relationship with the employee.

Pet Peeve #3: Boredom

It’s impossible to avoid the monotony of new hire paperwork, compliance training and policy overviews. However, onboarding meetings with company and department stakeholders, along with scheduled lunches can add variety to an employee’s first week. Help the new hire get a feel for the job by giving them hands-on training through small, manageable tasks.

Pet Peeve #4: Acronym Soup

Acronyms and niche lingo can make a new hire feel like an outsider. Immerse the new hire in your culture by providing them an overview of the company’s buzz words, politics, values and norms. Within your department, offer the new team member historical information on projects and initiatives, along with insight into preferred communication methods.

Pet Peeve #5: Lack of Connections

Current employees can welcome a new hire better than the most engaging onboarding program. According to SHRM, the most strategic onboarding processes incorporate various opportunities for new team members to meet with and learn from other employees:

  1. Orientation: This formal onboarding program enables new hires to make immediate connections with other employees who may have similar questions and experiences.
  2. Mentorships: Mentors provide new hires “real world” knowledge by sharing their expertise and knowledge, along with serving as another resource for questions.
  3. Manager Meetings: Check-in meetings at 30, 60, 90 and 120 days after the employee starts enable managers to increase retention by proactively discussing and addressing issues that may arise.

“New hires must feel valued, and an organization cannot do this if their onboarding process isn’t organized. Human capital management software programs like Ceridian Dayforce HCM streamline the onboarding process by outlining what new hires need to do before their first day of work, on their first day and during their first week. Retention starts on an employee’s first day, and organizations must demonstrate to employees that they’ve made the right career choice and are equipped to succeed,” said Eric Schuster, vice president of Dayforce Product Management at Ceridian.

For more information:

  • View our infographic on the DNA of an Engaged Employee
  • Learn about Dayforce HCM