When companies set upon a mission to find new talent, a lot of times they put all of their time and efforts in the recruiting process. They brush up on all of the latest trends in recruiting, use every cost-effective recruiting method in the book and practice open communication with candidates to make sure they don’t get ghosted. However, with all of the energies spent on picking the right candidate for the role, some organizations neglect to take into account that the process doesn’t end when an offer is made and accepted.
A survey conducted by staffing agency Robert Half & Associates says that 1 in 4 employees will quit their job in the first 90 days. This means that it doesn’t matter if you think you picked the absolute perfect person for the role you’re looking to fill — there’s a 1 in 4 chance that you will have to start the recruiting process all over again. There are ways, however, to improve your employee retention rate and reduce the chances of new hires giving up before they have even begun. If you apply even some of these employee retention tips, you’re bound to save your company both time and money in the long run.
1. Treat Onboarding As A Part Of The Recruiting Process
As mentioned, the first 90 days are when most people decide whether they will stay or leave the position. We’ll go as far as saying that the first 60 days are the most important. As people are no longer expecting to stay in the same position for years at a time, it’s important to get them acclimated as soon as possible. So how do you retain new hires? Start by creating a process for onboarding.
Onboarding should not only include transferring all of the information about the role (as important as that is). It should also include getting the new employees familiarized with the rules and regulations of the company, talking to them about work hours, dress code, etc. This is also the time to set expectations regarding the role, the team goals, and specific behaviors. The clearer you are at the beginning of the employment, the less room there is for misunderstandings later on.
Finally, the social aspect of the company is as important as the professional one. In order to make sure that the new recruit doesn’t feel like an outsider, introduce them to the team, to their direct manager, encourage communal breaks and lunches, organize a welcome meeting, whatever it takes to get them familiarized with the people and the company culture.
2. Encourage Independence and Sometimes Failure
When a new employee is starting out, the common approach is to micromanage them, in order to make sure they understand every aspect of the role and avoid making mistakes. However, this may make the employee feel their every move is being watched and that they are not trusted with performing even the smallest of tasks, which can backfire and lead to them resigning.
Instead, when retaining new hires, try to create a space for them to become independent. This doesn’t mean letting go of the reins completely, just letting them work alone on things that are not as high-stakes. That way, you’re providing them with room to fail on a small scale, which is the best way to learn.
3. Pair New Hires With a Mentor
When looking for more tips on retaining new hires, a mentor may be a good bet. Instead of letting the new hire get by on their own, trying to understand the ins and outs of the role and the organization. They can have a helping hand leading them through the first few months. The mentor will not be there to give them answers but to help them understand what is expected of them, to help them learn about the company culture and help them fit in more easily. Instead of having a million questions and trying to figure them out alone, the mentor can always be the point of contact, without the embarrassment of approaching a complete stranger.
4. Offer Opportunities for Development
Employee retention rates will greatly increase in your company when you start offering your employees training and possibilities for growth, and you can do that from the very first day you hire someone. By getting to know them and understanding where they lack knowledge and how they will want to develop in their career, you can make sure they will receive more opportunities. Once you invest in your new hires, they feel valued and there is a better chance of them sticking around. Of course, don’t forget about praising them when they do a good job.