New employee turnover (usually employees leaving in the first 6-8 weeks) can be the most damaging so it’s essential that you’re doing everything you can to reduce the risk of a new hire leaving. As recruiters, we have learnt over time the many candidate motives behind leaving a job before they’ve barely even got started. We’ve outlined some of the main things to keep in mind when hiring new employees:
Set realistic expectations
- It’s important to be realistic with all candidates during the recruitment process so that there is nothing they’re not expecting when they start in the role.
- Don’t shy from discussing the challenges of the role during the interview stage and be completely honest about what will be expected from a person in the position they are going for.
- Give candidates the chance to experience the working environment before they start; show them around, introduce them to their co-workers and give them an insight into what a typical day looks like. This will eliminate the chance of new employees being shocked by the culture of your company when they start.
Effective on-boarding & training
As an employer, you’ll know the first few weeks in a new job are the most important when it comes to retaining employees. 69% of employees are more likely to stay with a business for over three years when they experience a good on-boarding process. Successful training will put employees in the best position to get off to a flying start and help them to be as productive as possible when they get going in their new role. To ensure you provide a valuable on-boarding process, consider the following:
- Compliance – Be clear about compliance and exactly what is expected of employees to avoid any problems further down the line.
- Job knowledge – It can be easy to overload new employees with information in their first few weeks so try to diversify training with practical sessions where they can effectively learn on the job. Employees will probably retain information better and be more engaged with training sessions that are interesting and hands-on.
- Culture – Hopefully your new employee understands the culture of the company before they start, but it’s still important that they settle in and feel comfortable with their new environment. Arrange an informal event to welcome them like lunch out with the team or a few drinks after work.
Maintain mentoring
Don’t expect your new employee to be completely settled after they’ve finished their training period; they’re still new to the business and probably require some attention. Unfortunately, only 37% of companies extend their on-boarding program beyond the first 4 weeks. If possible, match your new employee with a mentor; someone who they feel comfortable turning to with any queries or concerns that can provide them with the support and advice they need. Post-training period, schedule in regular informal reviews with the new employee so there is no risk of them feeling “lost in the system”. They must continually have a clear sense of their role and purpose within the organisation. Your employees are your biggest asset, so retaining them through a positive post-hire experience it crucial. If you’d like to find out more about how we can help your business find the best talent click
here, or call
0161 825 0825 to chat to one of our consultants
