Studies have shown that around a third of employees leave a job within the first three months. Which means you need to go through the whole recruitment process again. During which time your business again has an unfulfilled need.
None of this is very efficient, and it leads to being stuck on a constant recruitment cycle. This is why the onboarding process is so important. It’s often said that the first 100 days are key to an employee’s time with you. That’s true, but in actual fact, you need to kick off the process before they’ve even started. This helps set the tone, and if done properly, will improve your chances of keeping them in your business.
Laying the groundwork beforehand means that your parts of the puzzle will mostly be done before Day 1. This frees up your time to focus more on embedding the new starter within the company culture.
ONBOARDING TO-DO LIST – BEFORE DAY 1
All relevant paperwork signed – employment agreement, new starter form, tax dec, super nomination etc.
Updated employee handbook with key contacts, policies and procedures, detailing the structure of your organisation
A pre-introduction, before your new starter arrives have the line manager circulate a memo so other staff are aware of the new starter
Position requirements set up first. Whether that’s IT setting up their computer and new email address, or the Plant Department organising keys to their new machine – make sure everything is ready and there is a contact if your new employee has questions to ask
EPS offer a full end to end recruitment and HR service, so if you don’t have these things in place or need assistance getting started, let us help!
Comments