Gone are the days when a candidate accepting a job offer guaranteed that they would soon be joining the business. A worrying trend that employers across many occupations and industries are seeing is the increased rate at which candidates are declining job offers, with Robert half reporting that 66% of employees have or would be open to declining a job offer after initially accepting it. Of those workers, 54% provide receiving a better offer as a reason to decline the role.
Not only this, but Robert Half also reports that over 50% of business owners are reporting that there has been an increase in the number of new hires leaving a role within the first six months, highlighting the importance of providing an engaging employee experience from the moment the contract is signed, and having an effective and well-developed onboarding strategy.
Communication is key
From the very first conversation on the phone, during the interview stage, and throughout the entire onboarding process, employers should aim to build strong rapport with new hires through open and regular communication.
Maintaining ongoing communication, particularly in those early days, lays the foundation on which good work relationships can be built. It allows for the expectations of both the employee and employer to be clearly understood, and provides ample opportunity for any questions, issues or concerns to be addressed sooner rather than later.
It’s especially important to delve into discussions with new hires to better understand any circumstances that may cause them to reconsider a job offer, and if there are suitable considerations or negotiations that can be made in order to secure them in the position.
Regular email updates, post-interview check-ins, offering more details about the role and the business, and outlining the induction plan; these could all help to build an emotional connection and reduce the risk of candidates backing out of a job offer in favour of competing opportunities.
When new hires do join the business, providing a clear roadmap of responsibilities, conducting regular check-ins, offering mentoring, and organising team building activities are all examples of successful onboarding strategies in the current labour market.
What can I do to prevent new hires from leaving?
Employers can encourage higher retention rates by reaching out to new hires earlier and keeping the lines of communication open. Helping employees settle in is vital to long-term success, and employers can utilise the following tips to ensure that candidates have the very best experience during those early days.
Welcome pack – A welcome pack sets the tone and will give new employees a good first impression of the business. Including some information about the business, its people, a few fun facts and a personal note can go a long way to making a new hire feel welcomed.
Paperwork – Send new employees any paperwork that requires review and signing prior to the first day. This provides transparency and allows ample time for new starters to read and fully understand all of the information.
Key employee information – Ensure new employees are given important information such as the names of team members, the reporting manager or supervisor, the hierarchy of management and any other key personnel such as HR and payroll. This will help new starters to better understand their own role and how it fits within the larger business.
Training plan – Create a 30, 60 and 90-day plan which outlines the skills and tasks the new employee will be required to learn during the first 3 months. Not only does this set clear expectations, but it allows new employees to envision a future within the business.
Mentoring – Assigning a mentor before a new hire starts, is key to creating a positive experience. A new employee who feels isolated and unable to reach out for help is unlikely to stay, and setting up a mentor to guide and offer support whenever it is needed is one way to alleviate this. It’s also a great way for new employees to gain instant insight into the culture of the business.
Do something fun – Sometimes the task of making new employees feel welcome can be tricky, but an easy way to gather information is to have the new hire fill out a quick and fun questionnaire. It’s a simple way to find out hobbies and any interesting details that can be shared with the team to create talking points.
Our team can assist your business in the development and implementation of effective onboarding strategies, to improve new hire retention and secure top talent. Get in touch with our team for an obligation free chat now, we can help.
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