The first days and weeks for employees in a new job are crucial. They can literally make or break a new employee’s impression of your company and quickly determine whether or not they want to stay.
Based on recent reports that provide business leaders and HR professionals with workforce data, more than 25% of employees left their jobs within the first 60 days.
These are pretty startling statistics and constitute a real challenge for recruiters and employers alike. That’s why after successfully attracting and recruiting new talent into your organization, you need a positive induction experience as the next step to ensuring you retain them.
All too often, new employees are handed or sent a pack of intimidating forms to fill out and told to come back when they are completed. Today’s workforce expects more and the talent you invite into your organization deserves a better experience.
Businesses should strive to create an induction process that incorporates the latest best practices and trends, emphasizes employee welfare and integration, increases social engagement, and speeds the employee’s ability to contribute to your company’s success, in addition to their own.

A Fresh Approach to Introduction

Every organization has its own version of the complex process of bring in new people, but introducing the latest technology can benefit companies across the board.
If your on-boarding experience is not using technology to the fullest, consider incorporating these four popular techniques:

  • Simplify. Make the induction experience easy and enjoyable for new hires. Use technology to communicate regularly and boost engagement. Enhance the user experience and simplify the required documentation process instead of making it complex and tedious. Most importantly, ensure clear channels of communication and support, seek feedback and continually work to improve and refine the process.
  • Build Connections. Tap into social tools to introduce new hires to their team members and help them feel connected even before their start day. No one is better suited to teach new hires about your organization, culture, and roles than their new colleagues. Facilitating relationship building early on will help them feel comfortable and bring them up to speed in record time.
  • Remove Hurdles. Ensure that on-boarding is the beginning of the employee journey where information should flow effectively between new employees, the HR process, and the new recruit’s management team. Less time spent on data entry and paperwork means more time for assimilation, network building, and productivity.
  • Use Technology. Today’s workforce has high expectations when it comes to accessing information at their fingertips. Developing streamlined and intuitive induction processes with forms and social tools that can be easily read and accessed from a smart phone should be a major objective.

Going beyond technology innovations, another key factor of any effective new hire experience is that on-boarding is a continual process throughout the journey of work, and not a single event. Bringing a new employee into an organization or on to a new team goes beyond a week of orientation and should include several conversations over time to allow the new hire to fully assimilate to his or her role and to the organization. Take time to clarify the company culture; check in often over the course of the first year of employment to ensure your new hire remains on a good path, and establish a follow-up plan to monitor how they are developing.

Convert New Hires to Engaged, Driven and Productive Employees

Your organization gets one chance to do orientation correctly, so go all-out to make it a meaningful experience for your employee. With the importance of recruiting and retaining talent at an all-time high, business leaders must understand that effective integration of new hires into the organization is an important step to ensure their and your success.
Above all, the induction experience is a personal one. If new employees are treated as valued contributors from the start, it increases the probability that they’ll be engaged, and remain engaged, as they develop within the organisation, adding value as they go!