When does a new employees’ introduction to your business begin? Day 1? Signing of the contract?
It starts when they first hear about your job and make that decision to apply. And that settling in, falling into the culture of your business process, takes about a year.
Task & skill wise it takes a new employee about 3 months to be working at capacity, but people rarely leave jobs because they can’t do the work, they leave because of poor leadership, poor communication, poor culture and poor organisation in the way the business approaches it operations.
28% of new employees will quit a job within the first 90 days, 64% within the first 12 months. In my experience you can usually tell within 6 weeks if you’ve lost a new starter or not. Sure they might still be attending work, but they aren’t “there”, they aren’t productive, a bit of a fish out of water, just not quite fitting in.
A contemporary & structured recruitment and onboarding process (“Onboarding, also known as organisational socialisation, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organisational members and insiders.”)
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One that doesn’t finish on day 1 after their induction.
According to research by Hibob, many new employees feel as though their role wasn’t accurately portrayed during the recruitment process. Whether that be tasks omitted from discussions or workplace culture being misrepresented it becomes startling evident on day 1 and the emotional disconnect commences. The process has been misleading, the excitement has soured.
More than 25% of employees say that they didn’t receive enough information about their job before accepting the offer. Only 40% of employees say that their current job completely reflects how the position was described during the interview process.
So what does this mean as an employer? It’s all about communication. Make the tasks and your expectations clear from the get go, and keep talking to your new employee about it. People thrive when they know what’s expected of them and what they are working towards.
A week— even a month — isn’t nearly enough time to grasp the complexities of a new company; understanding individual roles and how they fit into the bigger picture.
Beyond the essential information needed to do the job, onboarding is an opportunity to build connection with peers, leaders, work and the organisation. Weaving in workplace cultural elements — the vision, mission, values, norms, behaviours and rituals — in the early stages, takes onboarding beyond improving how individuals work, to strengthening the way in which people work together towards a common purpose.
As the first experience people have with the business, onboarding plays a crucial role in delivering on the promises of the employer brand, and should feel relevant with the overall employee experience.
The People & Culture Office can build your business a Recruitment & Onboarding Strategy, 100% tailored to your business, your values and your strategic goals. Contact us for an obligation free meeting to discuss how we can help you.
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It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.