Don’t mismanage onboarders
Despite all the anticipation and build up, all that investment in time and recruitment costs, they leave after just a few months in role, or in some cases don’t even arrive on day one? Is it a poorly managed recruitment process? Did the candidate oversell themselves in interview? One area that is often overlooked, yet frequently to blame for new starters leaving so quickly in a new post, is a mismanaged onboarding process.
Now take the time to think through what the recruitment process must have been like for the employee. They finally secured an excellent role, with a business, salary and role that ticked all the boxes. They plucked up the courage to hand in their notice at their previous job, signed on the dotted line with your company, and then what? Nothing, but silence. As anticipation and nerves begin to build in advance of that all important first day, they might begin to wonder whether they’ve made the right decision, and this will be intensified if they don’t hear anything from you until their first day of work. Then, they arrive on day one, they are greeted with frantic looks being exchanged among colleagues as they realise no-one has taken charge of their induction. Time to default to the ‘new starter tick list’; keeping the new employee ‘busy’ with introductions to IT, the HR department and finance team. Sofar, so ‘process’. The dream role the candidate was promised seems a dim and distant memory as they undergo various meet and greets, and no doubt feel a bit like a fish out of water as they struggle to quickly immerse themselves into their new role.
A few weeks in, and the employee starts to discover that the “innovative and creative” business they bought into is in fact based on one unique project that the hiring team like to frequently refer to; it’s the exception, not the rule. Instead, the employee finds out that the business is actually quite pedestrian and certainly not the fast paced, exciting company they were promised. Just as they start to question whether they made the right decision to move company, a convenient phone call is made from their old employer, typically around month three in role ,kindly checking in with them to see if everything is OK and reminding them that the door is open if they wanted to come back. Before you know it, the talented new recruit with so much promise, has left the business.