Jamie’s first day on the job was disappointing. Seemingly endless forms to fill out, meeting way too many people in a blur of names and titles and worst of all eating lunch alone in the car. Jamie’s expectations and anticipation were sky high and this day seemed very disconnected from the highly engaging and friendly recruitment process.
The nearly universal competition for talent has forced organizations to step up their game when it comes to retaining new employees. (Free Images)
On Jamie’s first morning the supervisor had assured him she would have time for him later in the week but for now Jamie had a lot of reading to do in a meeting room for the rest of the week while the workstation was being prepared. If the employer makes up for the bad start, Jamie might not be like the widely reported whopping 25 per cent of new hires who leave within 45 days based on a disconnect between their expectations and what actually transpires during the critical first days and weeks.
Many employers have learned that effective onboarding of new employees makes a huge difference in how fast new hires become productive, how long they stay and how much the employer saves in rehiring costs commonly accepted as 100-300 per cent of the new recruit’s salary.
‘Many employers have learned that effective onboarding of new employees makes a huge difference in how fast new hires become productive.’
Historically, employers only paid attention to orientation, the requisite administrative process that surrounds hiring a new employee. They left the more critical process of building an immediate relationship by focusing on values, culture and connecting with people largely to chance and the whim of the hiring manager or HR.
The nearly universal competition for talent has forced organizations to step up their game. Thoughtful, professional, blow-the-new-hire’s-socks-off onboarding is no longer limited to the expensive relocation programs once only offered to senior executives.
Some of my favorite onboarding tips if you want to move from a stale administrative orientation process to a top-shelf onboarding program:
New hires are vulnerable and the stakes are very high. The notion that new employees simply jump in, figure it out and in time become productive is antiquated thinking and not in keeping with today’s marketplace. If the highlight of a person’s first day is about forms and reading materials, something is very wrong. Delighting new hires from the start is now becoming the norm and overwhelming the new person the with feeling the employer has been eagerly awaiting their arrival is becoming the new normal.
By Pierre Battah
Source: CBC News
Hiring has exceeded pre-pandemic levels in many markets and the shortage of skilled executives has put pressure in the increasing competition for top talents. If you have specialized and high-demand skills, for example on ESG, sustainability or bio-research, and a solid record of experience, you are well positioned to negotiate your salary.
We’re kickstarting 2023 with exciting news for Borderless as we welcome Agnieszka Ogonowska as a Partner. Agnieszka, who joined Borderless six years ago, has 17 years of experience in executive search working with senior leaders across the Life Sciences, Chemical Value Chain and Food & Beverages industries.
The tendency towards underconfidence can also lead us to needlessly (and endlessly) search for ways to gain influence when what we really need is to get better at recognizing the influence we already have. In this piece, the author offers three suggestions for becoming more mindful of the influence you have already but don’t always see.