By Mindy Curtiss, SHRM-SCP, Kent Companies, Inc.
Think back to your first day on the job. You felt anxious, stressed, excited and scared. These feelings are typical and fully expected for nearly anyone encountering a change, which is why most companies provide an orientation for new hires. Orientation typically lasts for a day, and it involves a magnitude of paperwork and policy lectures. When compared to the interview experience, which can take weeks or months, orientation tends to fall short. There is no real connection made with the new employee.
The best companies offer an orientation “experience” – and realize that this experience will create a lasting effect on employees, driving them to high levels of engagement from day one.
The Hidden Costs of Turnover
Companies continue to underestimate the cost of employee turnover. Consider the following when calculating the costs:
- Time spent filling the position
- Lost productivity from that employee once notice is given
- Time spent by other employees completing the work once the position is vacant
- Advertising, interviewing and selecting a new candidate
- Training and orientation costs for the new employee
By creating an orientation experience that starts before you present an offer for employment, you develop the employer-employee relationship more quickly. Starting off on the right foot reaps rewards that continue beyond the onboarding experience. Collaboration between Human Resources, Safety and Training leaders is the key to program success.
Starting Off Right
The employee experience begins the first time you contact a potential member of your team. Interviews, whether by phone, in person or virtual, all provide the first touchpoint with the onboarding experience. This is the perfect opportunity to begin cultivating the employer-employee relationship. Positive results come from transparent and highly-detailed communication. Talk about the role this person would fill. Talk about their past experiences that will benefit your company. And most of all, talk about how your company can provide a rewarding career with opportunities for growth.
Once you’re ready to make an offer, consider what need-to-know topics should be covered before they arrive that first day. Specific details about how your organization works can mean the world to a nervous first-day employee. Small details – like the best place to park – go a long way to relieve day-one stress.
The time spent waiting to start a new job can feel like an eternity. Follow up with your new hire before they start and include them in the communication channels prior to their first day (texting apps and emails work great).
Day One
Collaboration between your support staff is key to the success of any onboarding program. These teams provide resources to help your employee get up to speed more quickly. Support staff divisions like Human Resources, Safety and Training/Development should all be involved with an employee on day one. Important topics to include in these conversations include:
- Human Resources provides a deep dive into company mission and culture, eligible benefits and compliance related issues.
- Safety provides guidance and direction to promote the importance of maintaining a safe work environment.
- Training/Development provides basic training to preparedness for the field, and assigns mentors for continued support and direction as they progress.
And Beyond
Onboarding doesn’t stop once orientation is complete. For a true onboarding program to be successful, you must continue conversations with new hires throughout their first 90 days. After the orientation process, Human Resources can set up monthly check-ins with the new hires. Touchpoints should include Human Resources, Safety and Training/Development. This reinforces the commitment the company has to the success of each new hire, and gives them the opportunity to share feedback regarding their first days with your company. Develop a consistent set of questions to ask new hires. This can reveal successful trends and opportunities to improve onboarding deep within your organization. Each support division representative will also be able to uncover areas where the employee may need more attention, and they can provide recommendations to the hiring manager on how to bridge the gap.
90 days have passed…what’s next?
The onboarding process is designed to increase employee satisfaction and decrease employee turnover. Both of these factors speak volumes to management, and it’s imperative that hiring managers receive a follow up from their support staff so satisfaction regarding the new hire and the process can be discussed.
Retaining top talent is essential now more than ever. New employees expect an experience, and they want to feel needed and important to your organization. Seasoned staff want a new hire who can assist with the workload. Managers want full engagement and increased production. All of this can be accomplished by creating alignment within the organization from day one.
About the Author
Mindy Curtiss, SHRM-SCP, as human resources director, supports company initiatives by promoting and implementing Human Resources strategies for Kent Companies, Inc. Kent Companies is currently ranked as the 9th largest concrete contractor nationwide.
