After years of having the upper hand in the hiring equation, companies are now challenged to find employees with the right education, training and experience in the face of a skills gap fueled by rapid technological change. Every sector of American business is affected. No one is immune.
And even when you do find an individual who is a perfect fit, you’re not out of the woods. Studies show 31 percent of new hires quit within six months, and more than 16 percent quit in the very first week! That’s a dismal return considering the time and money invested in finding that new hire, but a harsh reality about the competitiveness over human capital in the new economy. Talented, qualified individuals aren’t inclined to settle—they have no problem moving on to a place where they feel they can make a difference.
Experts will point to a flawed onboarding process as a likely culprit. If your organization has a checklist attitude about welcoming new hires into the fold, they’re right. After all, employees are people—human beings who have a need to feel valued. You have a small window of opportunity to make new employees feel welcome, and more importantly, like they fit into your organization.
Here are six guidelines to help you get started.
Paying attention to all of these areas will help you retain great talent by making them feel valued through a positive onboarding process that sets the stage for a productive, mutually-beneficial, long-term relationship.