A study conducted by Equifax found that over half of people who left a job in the last year did so in the first year of their position, and the bulk of those leave within the first six months. With the high cost associated with finding and hiring new people, greater training and onboarding needs to be provided to reduce turnover. A new hire orientation programme should be closely aligned to your organisation’s culture, mission, employment brand, business initiatives and goals. The best programmes begin the moment an offer is extended and ends when they are considered a fully-functioning employee. A well-managed programme impacts the company’s bottom line, so let’s break it down with a new hire orientation checklist:
The onboarding software should be dedicated to the end-to-end talent acquisition lifecycle, allowing recruiters and line Managers to quickly and easily manage tasks, keep everyone on track with task reminders and deadlines, and measure new hire activity, internal processes and employee turnover. It also allows you to extend a personal welcome and helps you save time and improve management of electronic files to eliminate paperwork.
The faster a new hire feels welcome and prepared for their new job, the faster that employee will be able to contribute to the company’s overall success. Rather than spending hours filling out paperwork on their first day, it is wise to push all necessary documents and forms, such as I-9 and E-Verify, out to the new hire through the company onboarding portal prior to their start date, enabling them to be more prepared and engaged when they finally begin their new role.
New hire training programmes are not one-size-fits-all, but there are certain elements that every job orientation should include:
An overview of the company’s values, mission, and culture
Roles across various departments require different levels of training. To ensure your new hire feels 100 percent comfortable in their new role and ready to contribute, their manager should have materials ready for them including process documents, their specific goals and how they fit into the overarching company strategy, a customised learning plan and objectives, and meetings with important-to-know people, such as their mentor and fellow team members.
Although onboarding is a very important component of an organisation, keeping it fun and engaging will help to ensure that the information is retained and that personnel are excited about their new role. New hire breakfasts or socials, scavenger hunts, and group exercises can help break the ice, contribute to a positive onboarding experience, and aid in the assimilation process. But ensure that your teambuilding activities are relevant and reflect the culture that your company promotes.
Be clear in your new hire’s goals and objectives, and set milestones and check-ins to confirm that they are on the right track and receiving the resources and training they need to be successful.
As a result of creating or updating your new hire orientation and onboarding programme, you will notice greater new hire engagement, enhanced HR productivity, better retention rates, improved task management, and saved time and money.