Shortlisting new recruits is just one piece of the puzzle. We’ve said it before, and we’ll say it again – the real work begins after your chosen candidate accepts the job offer.
The Human Capital Institute (HCI) revealed that up to 20% of new starters leave within their first 45 days. Yet, 69% of employees say they’re likely to stay with a company for at least three years after a great onboarding experience.
And when the goalposts shift and the job market favours candidates over employers, paying closer attention to your onboarding process is more important than ever.
Getting it right first time is vital, especially for the energy industry, which is already facing a highly documented talent shortage.
Here, we take a closer look at why a strong onboarding process is crucial, and how to make yours stand out.
No room for complacency
On average, losing an employee costs businesses approximately 90-200% of their annual salary.
Scouting for new candidates is time consuming. It’s particularly difficult to recruit for skilled roles – something that hiring managers in the renewable energy sector are well aware of.
Plus, taking on new starters could impact the quality of your services. For instance, a Development Officer may interact with stakeholders and clients from the get-go without a chance to settle in.
Likewise, if a business gives the impression that it can’t retain employees, the brand might suffer from a negative reputation, which can hurt customer engagement.
Resignation patterns may also result in lower morale within the organisation, as those who remain face higher workloads. So, a high staff turnover isn't something you can easily dismiss.
Master your onboarding process
Employees have around 90 days to prove themselves and their capabilities to their employer. But are hiring managers providing new starters with the tools, support, and opportunities to do so?
To help employers build and improve their onboarding processes, the Society for Human Resource Management recommends the Four Cs:
● Compliance: hiring managers should train new employees on basic legal and policy regulations.
● Clarification: leaders must make sure their employees understand their new roles and responsibilities.
● Culture: emphasise why your organisation is the place to be. Hiring managers should establish individual and company-wide goals, purposes, and reward systems.
● Connection: hiring managers should encourage working relationships to strengthen connections with their peers and the brand itself.
That said, while you want to immerse your new starter in your company culture and processes, avoid overloading them. Provide employees with basic support to begin their journey.
Here are some onboarding tips to consider:
● Offer a workplace tour
● Create a buddy system
● Provide a plan for their first week
● Organise ice-breaker activities
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Whether you’re a contractor seeking a new challenge or a HR manager expanding your team, we can help you.
To learn more, get in touch with us today.