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The entire recruitment process is vital to attracting and retaining good talent, from the early stages of engagement with candidates, right through to the onboarding of employees into an organisation. Even if you have a great Employee Value Proposition (EVP), if the initial recruitment experience is poor, you may be losing quality employees before you even get started.
If you have a strong EVP, a portion of the strategy is already taken care of, but it’s when the new hire starts their new career with your company that the retention strategy needs to step up a notch.
Readers also read: What is an Employee Value Proposition (EVP) and why it's important
Incorporate these tips into your recruitment process and see if you notice a difference in retention rates and staff happiness.
1. Make a lasting first impression
First impressions count, especially in the world of employment. To keep the new hire from spending their first day filling out pages of forms, ask them to fill out the papers before they arrive. Also, provide tips on places to eat and information on transit and parking. Have their desk prepared, computer set up with their details, and place one or two fun items on their desk. Make them feel welcome and valued.
2. Implement effective mentoring programs
Designate a mentor to your new hire, whether that be a fellow colleague or manager. The mentor should become a resource to empower the employee and help them reach goals that will lead to advancement within the company since worries about career advancement are the top reasons people leave their jobs. The mentor should also sit down with the new hire at the start of his/her employment and set out personal goals and objectives that relate directly to their daily job. This will give the new hire a feeling of purpose and the drive to start working towards goals instantly.
3. Set structured onboarding schedules
Give the new employee a detailed 2-3-week schedule outlining various shadowing opportunities, personalised training sessions, introductory meetings with key company members, and regular one-on-one check-ins. Additionally, create a comprehensive calendar of ongoing training and development activities for the next three months to ensure continuous learning and growth.
This structured approach will not only help the new hire familiarise themselves with the company culture and their colleagues but also provide them with a clear roadmap of what to expect in their role on a day-to-day basis. By immersing them in a well-planned schedule of activities, you are setting them up for success and helping them integrate seamlessly into their new role.
4. Provide continuous and constructive feedback
It’s so important to provide feedback and praise new employees. Use their goal and objective plan to mark off achievements and milestones. The more you recognise your employees’ specific contributions to the team, the more irreplaceable they’ll feel.
Hopefully, these tips and tricks will help strengthen your Employee Value Proposition, employer branding strategy and retention rates. By putting a big focus on these employer brand and EVP initiatives, you’re sure to win the fight for talent.
Talk to a recruitment consultant in your area to discuss ways you can help your organisation retain new employees.
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