Q. Do you want a third of your new starters to leave within six months of starting?

 

I’m guessing your answer is ‘No’ –  you don’t want to do all that work and then lose that new hire. 

 

Now, unless these people have all won the lottery and don’t need to work anymore, we can only assume that their new job isn’t what they thought it would be. So surely this is a communication issue.

 

Consider that your “onboarding process” starts at interview.

 

1. Confirming the interview – send the interviewee your internal Job Description.
2. During the interview – communicate exactly what the job is all about, what your business ethics and values are, everything about the working conditions, hours, benefits, working location etc. and whilst you do your best to create a welcoming appealing workplace – be very clear and open about exactly what the job is all about.
3. For their first three months – scope out a plan and structure for them, including:

• Buddying them up with someone reliable who can help them orienteer the day-to-day elements of the job, introducing them to others, showing them around etc.
• Setting out their training – book the dates in their diary with named individuals who will be doing their training
• Booking their Probation/Performance Review meetings in their diary for the duration of their probation and sticking to those dates – they are on probation, and you want them to pass that probation, but it must be clear that this is not a given!
• Before their Probation/Performance Review meetings, send them a form to fill out asking their views and input on how things are going.
• Ask them questions in their Review meetings, such as “What’s going well? What isn’t going well? What are you finding difficult? What can we do to help with this?” and really listen to what they are saying. Make them feel valued and respected, as though their opinion and input matters – it does after all.

 

So, communicate clearly about the job, the work and the work environment openly and accurately from the outset. Maintain that communication and engagement with the new starter throughout their probation and beyond and work to keep this individual motivated, engaged and valued.

 

Starters from Better People stay longer! They stay longer and add real value to the businesses they join because we help you to get every part of the recruitment process right.

• Project Manager for High End Property Developer
• Executive Assistant for C-Suite Personal Impact Experts
• 2 Property Managers for Award Winning HMO Property Co
• Operations Manager for Personal Care Co in Start Up Phase
• Finance Manager for Machine Manufacturer