With changing workforce demographics, onboarding tactics have had to change. Companies used to hiring baby-boomers traditionally didn’t both with much of an onboarding process. Showing them where the coffee machine and toilets were was deemed sufficient. But millennials now entering the workforce en masse want more than this, especially the highly talented among them. Data from Forbes suggests that 22 percent of millennials have quit positions in their first 45 days because of poor onboarding processes.
Companies, therefore, have a big incentive to up their onboarding game. Not only is churn expensive, but it also leads to a bad reputation for the company as an employer. Firms need to be careful because talented millennials with the right skills have a lot of choice over who they work for. It doesn’t necessarily have to be you, even if you do offer a nice pay packet.
Send A Warm Welcome And Help Them Prepare For Their First Day
The first day on the job is often the hardest. New employees have to get used to a whole range of new systems and way of working that they’re not used to. Emotionally savvy employers know this, which is why they send new hires all the relevant documents and instructions straight to their inbox on day one. People want to feel worthwhile and useful immediately, so delivering a personalized email on the first day can help grease the wheels of the new relationship.
Pair Them With A Mentor
New employees might be talented, but they often need guidance from people who have “been there and done that” to get the most value from their days with you. Pairing a new hire with a mentor not only shows them the ropes but also helps them to get a sense of how far they can take their new position. Hiring managers should think about which personalities are likely to be compatible to avoid new hires being stuck with mentors they don’t like.
Computerize Your Onboarding Process
Large companies tend to hire multiple people every week, complicating onboarding processes. Processes can become so convoluted that it’s hard to keep track of who joined and when. Your company might have a fabulous onboarding process, but if it’s an administrative nightmare, then it won’t work effectively.
Struggling companies can get JungoHR Core HR as well as alternatives. These software solutions help to streamline the onboarding process, helping administrators to keep track of who is where in the pipeline. Software can help make sure that you’re delivering onboarding services consistently across your organization to all new hires.
Prepare Them For The Culture
Firms need to make sure that new hires have time when they arrive to absorb the company culture which, for some, might be entirely alien. Don’t let their first week be dominated by setting up computer systems and email accounts – that should all be done before they arrive. Make sure that they spend their first few days with you interacting with other team members, attending meetings, and generally experiencing all your company has to offer.