While there are still challenges and not all the signs are great, there is a general consensus that the U.S. economy is improving. And that means businesses are hiring. If you are are one of those companies, there are some things to consider before you bring on your new hire.
Best Practices For Success With A New Hire
Research indicates that new employees typically have about 90 days to prove themselves in their new job. But this may prove to be insufficient. Statistics show that, for hourly employees, turnover is a major problem in the first 120 days. In fact, it is estimated that approximately 50% leave their new jobs before the first six months.
This can be avoided in a majority of cases through best practices in two HR areas: recruiting and hiring, and in the onboarding process after selecting a new hire. In this post we will be focusing on the onboarding process and the five most common best practices.
Five Key Practices for Optimizing New Hire Success
1. Have A Plan: Far too many companies simply "wing it" when onboarding new employees. Their plan, if they have one, often simply consists of showing the new hire where they will be working, introducing them to their supervisor, and processing them through reams of paperwork!
A better approach is to have the first five days fully planned out and structured. Even better would be to have the first month planned, calendered, and documented in an Onboarding Action Plan. In most cases, the new employee will be far less than productive during this time and will be more of a drain on resources than an asset. Therefore, strategically optimizing their time and yours to streamline the orientation and training process is in everyone's best interest.
2. Keep The Process Engaging: Your new employee is an expensive acquisition and investment. Making the best initial impressions are key to cementing their commitment to the decision they've made to work for your company. While everything involved in the onboarding process is not terribly fun and exciting, be creative and innovative with the goal of keeping the process as interesting and engaging as possible.
When new employees sense that a company is truly engaged and interested in them, their perception of that company is that it is a truly great place to work. And human nature is such that this effort on your part will be reciprocated by your new hire.
3. Involve Senior Management: By meeting and interacting with new hires, your company's leadership can send a very powerful message about they view the new employee. This practice is a two-way street, as well, since involving all levels of managers to interact with a new hire helps to prevent the silo effect between staff and management. It also signals to the employee that the company cares enough about him or her to have them meet the "bosses."
4. Involve the Immediate Supervisor: While most companies tend to leave the onboarding functions to the HR staff, or a random co-worker, a smart company will be sure to include the individual who will be managing the new employee. This involvement should be more substantial than simply being introduced!
Some tactics include having the new hire "shadow" their supervisor for part of a day as well as having the supervisor take a lunch break together with the employee. In some companies, the bulk of the onboarding and training functions actually falls to the supervisor, but this shouldn't be done to the exclusion of other employee's involvement.
Which brings us to:
5. Include Fellow Employees: In very small businesses with only a handful of employees, this is not only much easier, it is often unavoidable. However, in large companies with dozens or even hundreds of employees, and multiple departments, this can be a logistical challenge. But it is also a great opportunity to reinforce a culture of a team environment and to reinforce the positive influence of employees from other areas of the organization who are enthusiastic about their job and the company.
It may not be feasible for every single employee in a larger firm to have a face-to-face introduction with a new hire. But it is highly desirable and beneficial to have the employee meet as many people as possible over the course of their first few weeks at the company.
Make the Most of the Onboarding Experience
Remember that a new employee is analogous to a new customer: just because you have succeeded in wooing and winning them initially is no guarantee that they will stay with you. And just as you take pains to work with a new customer to solidify their "buy-in" and loyalty, so should you take pains to work with a new hire with the same goal in mind.
The costs involved in searching, recruiting, interviewing, vetting and hiring new employees constitute a major investment for businesses large and small. And the game isn't over once the employee has signed all the requisite paperwork.
You Don't Have to Go It Alone
In addition to a growing and demanding role in recruiting, hiring, and continually training employees, the HR staff will still be responsible for every other function they are typically tasked with such as payroll management, tax filings, employee records compliance, and so forth.
Considering alternatives such as outsourcing is increasingly becoming a cost-effective and strategic option. Accuchex can help you in managing your HR needs, payroll processes, and staying on top of compliance demands. Get your Free Download: Payroll Outsourcing Guide to help you make an informed decision or call Accuchex Payroll Management Services at 877-422-2824.