Your new hire has signed their contract, read the required onboarding materials, and they’re now ready to start bright and early Monday morning. The hard part is over, right? In a way, yes—but onboarding should consist of more than a few pamphlets and signatures and videos. New employees who go through a strong onboarding program are much more likely to still be with the company after three years, so if retaining top talent is key to your success, it’s essential that you get it right. These four tips will help you unleash your new hire’s potential during those critical early days, weeks and months with the company.
1. Have a Clearly Defined Company Brand
Onboarding doesn’t begin on the first day, it begins before your new hire even applies.
Top candidates have their pick of job opportunities, and they will compare your company to others. So communicating your employer brand and culture clearly and effectively from the start is critical if you want to attract top talent.
You can tell your story online through your website and social media or in-person at events.
The more informed your candidates are about your company before that first day, the more prepared they are to do their best work.
2. Start Strong on the First Day
Research has shown that social ties at work increase productivity and keep employees engaged, so empower your new people to develop them from the start. Help them to make those connections by introducing them to colleagues and teammates.
An introductory email is a good start. You can also encourage team members to stop by the new hire’s desk to welcome them or even arrange a team lunch to get things rolling.
3. Communicate Throughout the First Week…
Use the first week to set expectations and clear up any confusion a new hire may have about their role in the company.
Clearly define deadlines and responsibilities—people are much more easily motivated when they have clear goals to aim for.
4. …And the First Month
About 30 days in is a good time for a general check-in to see how your new hire is doing and answer any residual questions. Don’t be afraid to make these check-ins a regular thing. Offer feedback and ask for theirs! An effective working relationship depends on both parties being on the same page.
If you keep these tips in mind, you should be able to retain your new hires for longer. It’s all about building relationships—and clearly defining those relationships from the beginning. And if you think your organization is missing something—whether it’s staff, HR help or talent management, TalentBridge has you covered. Contact us today and let’s get to work!