Start Your New Hires Off Successfully

Do You Start Your New Hires Off Correctly on Day One?

According to research done by Human Capital Institute, 70% of new hires decide to stay or leave a company within the first six months. Only 15% of companies continue the onboarding process beyond the 3-month recommendation, even though 93% of companies see new hire guides as important to their success.

You can gain long term commitment and retention with an effective onboarding process. New hires take time to become a productive part of the team. They may not understand some aspects of their job or how it relates to the overall strategy. Getting them up to speed takes time, planning and patience. However, they will become productive faster with an effective onboarding program than without one.

An effective new hire onboarding process isn’t something that can be done in a week or two. This process of welcoming, orienting, training, coaching, engaging, etc… may take several months.

But according to a report by HCI, 69% of the new hires are more likely to remain with their organization after three years and are more engaged.

Create a new hire onboarding system that is congruent with the overall company mission, values and culture. Measure and update the program over time.

Here are some elements to include in your new hire process:

Provide a Clear Company Strategy – Vision, Mission, Values & Goals. Let the new hires know the overall business strategy, how they fit in with this strategy and why their position is important. People want to know that they are a part of a winning team.

Job Description – Give each employee a job description, goals and expectations of their role. Show them how their position is valuable.

Introductions to Key Players & Walk-Around – Make sure you introduce the new hire(s) to everyone, especially the key people. During this walk-around introduction, let people know why this person is the perfect fit for the position and how to contact them. Give each new hire a binder with the employee’s names and positions. During this phase, allow the new hires to make notes in their binders as they meet people and observe the business structure.

Coaching & Mentoring – Give new hires the ongoing support utilizing coaching and mentoring. Assign someone as their “go to” person for when they have a question, observation or challenge. This coach/mentor can assimilate the progress of the new hire and provide early feedback and an opportunity to correct any mistaken direction. Implement an individual development plan that they can work on together over the next several months.

Career Growth Path – Let employees know the opportunities for advancement. Give them the responsibility to take charge of their own development and the training necessary to grow within the company.

Give them the tools necessary for the job – This is often underestimated to its importance. Make sure the new hire has everything they need to get started. Example: training, instructions, website resources, assignments, safety procedures and policies. Confirm they have the needed supplies & equipment: Computer, printer, telephone, email address, ID, copier and general office supplies.

Setting up and implementing an effective onboarding program, although not easy, is well worth the time and effort. Studies show that comprehensive onboarding programs are linked to business success.

Benefits include, but are not limited to:

  • Lower turnover
  • Enhanced performance
  • Better customer service
  • Open communications
  • Elevated morale
  • Lower stress levels
  • Improved bottom line
  • Increase & maintain engagement
  • Clear direction
  • Higher quality
  • Improved trust
  • Save time
  • Boost revenues


Source: Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved.

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