With Mother’s Day right around the corner, we’re reminded that in order to help our new hires flourish, we must nurture them beyond day one. As a rule of thumb, keep in mind that onboarding is a process, not an event. Handing over a laptop and asking your new hire to sit through training sessions might be a place to start – but it shouldn’t end there.
Research proves that 59 percent of HR professionals think that the next few years will bring a major battle to retain talented and top-performing candidates. This statistic should frighten you, and it should encourage your organization to rethink and reconfigure their onboarding strategy. That said, wondering how your organization should address this problem?
Below are five steps you should take to empower your new hires, and ultimately, decrease your turnover rate
1. Focus on What’s Important
Nothing is more time-consuming than a new hire taking time out of their day to complete paperwork. Don’t dampen their excitement to get things rolling on their first day. Instead, eliminate manual paperwork and replace it with electronic forms that can be assigned and uploaded to their online onboarding portal days, or even weeks, before their start date.
Yes, we said weeks!
Think about this – having their paperwork filled out in advance will allow your team to organize and file these forms within a database that does the work for you. With iCIMS Onboard you’ll be able to keep everyone on track and measure key metrics. Not only will this save time but it gives your team the opportunity to focus on what’s really important – their success.
2. Help Them Build Relationships
Want to know the most important action you can take to ensure your new hire succeeds? Put yourself in their shoes. Onboarding can be quite overwhelming for new hires. You’ll want to ease their nerves and reassure them they are where they need to be.
Allow them to build connections right away. To start, assign them cross-functional projects to help them adapt to their co-worker’s working style. Outside of the office, plan monthly outings with your team to ensure your new hire can interact with their co-workers in an informal setting.
Additionally, consider assigning your new hire a mentor who offers their advice to steer them in the right direction. The role of their mentor would be to provide a “safe space” where the new hire can voice their concerns, opinions, and ask questions (even the “silly” ones!) if they’re in need of some guidance or perhaps someone to just listen.
3. Provide Feedback
It’s never too early to share constructive criticism and to set clear expectations. In fact, checking in with your new hire on a weekly basis can help you keep track of their progress. Use this time to share your expectations but don’t forget to ask what they expect from you as well.
4. Give Them Resources to Succeed
Onboarding shouldn’t be a one-size fits all approach. Pay close attention to your new hire within the first few months and assess their needs. To start, you might want to greet them with a welcome packet that shares need to knows. These need to knows can include a visual directory, important company links, an organizational chart, your expectations, and perhaps a brief welcome message from their team members.
As they begin to settle in, don’t be afraid to share snackable resources that might help them with their efforts.
5. Be Their Advocate
Believe it or not, you’re their biggest fan. Think about it; you made a choice to have them join your organization because you saw something in them that sparked your interest. It could’ve been their drive, passion, experience, or perhaps their willingness to learn and adapt to your organization’s needs. Whatever it might’ve been, you made a decision to guide and support your new hire as they march towards the objectives you’ve set out for them. As much as you’ll need them – they’ll need your support as well.