Did you know nearly one-third of employees quit during their first 90 days on the job? That’s why it’s critical to get the onboarding process right from the beginning.

To ensure success and help your new hire thrive in their first 90 days, it’s imperative to have a structured and efficient onboarding process. While there’s no one-size-fits-all approach to onboarding, it can make or break a candidate’s impression of your organisation.

So, what does a good onboarding program look like? Well, it’s important to consider what your new hire needs to know to succeed in their role. A structured onboarding process is important to outline the company culture and procedures, but it’s equally important to help them get a feel for their new role in a personalised way.

Take your team out to lunch or host a morning tea to introduce your new hire. This gives them an opportunity to get a feel for the culture and broader team. Set them up with the information they need to perform in their new role and ask them to sit in on a client call or work with different departments to get a better understanding of the business. If your new hire is taking over from another employee, preparing handover material and a status update is key to ensure you fill in any gaps.

Setting clear and fair expectations for your new hire’s first 90 days is crucial. This should include a conversation around their goals, KPI’s and transition of responsibilities. Don’t expect them to perform at their best straight away – it’s important for the employee to first understand the nuances of your organisation to translate and utilise their experience to benefit your organisation.

Offer training and development opportunities to help your new hire gain the skills necessary to succeed. This can include on-the-job training, online courses or mentorship programs. By investing in their development, you’re demonstrating that you’re committed to their success.

Make sure to communicate openly and consistently with your new hire and provide regular feedback in a timely manner. This helps them understand their strengths and any areas for improvement. It’s also a great opportunity for you to understand areas where they may need extra assistance or training.

Establish open communication with your new hire and schedule regular check-ins to discuss their progress and address any concerns. Ensure they’re included in any communication relevant to their role and introduced to key stakeholders. It’s important to avoid assumptions and be open-minded about the ideas and experiences of your new hire.

Be sure to provide your new hire with the resources they require to do their job, including access to software and systems, a computer, phone, and any other tools necessary for their success. It sounds simple, but you’d be surprised how often we hear of new employees starting without having been allocated a desk or given system access – it’s not a great way to start the relationship.

If their position involves hybrid work, offering a program to improve their home setup can be an easy way for your company to increase your employer brand and help your team be more productive outside of the office.

Introduce your new hire to the company’s culture and values, so they understand the company’s mission and how their role contributes to the company’s success. Encourage them to socialise and get to know your team by organising social events or team-building activities. Celebrate their successes, whether it’s completing a project or reaching a milestone. Acknowledging their achievements will help them feel appreciated and motivated to continue to excel.

At the end of the day, onboarding is all about setting your new hire up for success. By providing a structured and comprehensive onboarding program, you can ensure that your new employee understands your company culture, values and expectations, has the necessary resources to perform their job, and feels connected to their team.

Investing in your new hire’s development not only benefits them but also contributes to the overall success of your team. Remember to celebrate and acknowledge their achievements to keep them motivated and engaged. By prioritising a structured onboarding program, you can set your new hire up for a long and successful career with your organisation.

Mansfield & Co Recruitment  in South Australia is here to assist organisations in finding and securing the ideal candidate. With years of experience in matching the right person to the right job, they can help businesses stand out from the competition and attract top talent. Do you have a permanent vacancy in your team? An Executive or temp requirement? Our award-winning recruitment team will help you attract and recruit talent to ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page. To book an in-person coffee meeting with  Mansfield and Co director Melanie Mansfield , click  here. If you have a question for Melanie Mansfield and her  team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

Sources:

https://hbr.org/2019/05/7-ways-to-set-up-a-new-hire-for-success

https://www.inc.com/adam-robinson/3-common-mistakes-that-make-new-employees-want-to-quit-in-first-3-months/

A manager’s guide to ensuring your new hire thrives in their first 90 days

Mansfield & Co Recruitment