Top Onboarding Mistakes Leading to High Costs for your New Hires

A well-designed and engaging onboarding process has a significantly greater effect on employee engagement and retention as compared to the one-day orientation. Every business owner should know their mistakes in staff augmentation and what they should do to retain their new hires. You may not be aware of it, but you may be committing some serious onboarding mistakes for new hires that are driving your new hires away.

It can be extremely frustrating to see most of your new hires leave within the first 6 months, some even after just a month. After days and weeks of hiring and training employees, you still see them resigning from the office.

The world’s largest HR professional society found that 25% organizations in the US lose new employees in a year primarily due to poor onboarding. Moreover, 20% of the staff turnover occurs within 45 days of employment. In this blog, we highlight few onboarding mistakes that often cause new hires to quit.

Here’s a common onboarding mistake you might be doing too:

1. Not Paying Attention to Your Job Post and Hiring Process:

It is a common onboarding mistake that business owners do not focus when writing a job post. It is the first point of interaction between you and the potential hire. When interested candidates see the job posting, he/she gains some preview of the company.

During the application and interview process, your company’s culture and values should be communicated effectively to your new resource.

2. Not Preparing for your New Hire’s First Day:

After your new recruit has taken the job offer, signed all necessary contracts and left your office, all communication is broken. No messages or emails are exchanged until your new recruit returns for his/her first day. After your new recruit has taken the job offer and signed all the necessary documents. You should keep in contact with the recruit.

Many business owners do not think it necessary to keep in contact with them after the hiring completion. You can use emails to keep in touch with your new hire before their first day.
Experts recommend sending emails containing detailed schedules to new recruits before they start.
One week before, you can email them saying that you are glad to have them as a new addition to the team. Add an overview of what they should expect.
Sending these emails will help avoid new recruits feeling clueless when they have to appear on their first day. Hiring managers can also make use of email reminders as well.

  • The role and responsibilities discussion.
  • Help your new hire build a social network.
  • Encourage open dialogue.

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3. Doing Paperwork on the First Day:

Paper works are good but they are not required to have on the very first day. Often, companies devote most of the new hire’s first day on filling out the tax forms and enrolling in benefits. These tasks can be completed at home.

A new hire’s first day should be spent building relationships with his/her colleagues and should be in direct contact with the supervisor and getting to know the office more.

4. Failing to Prepare a Designated Workspace:

Provide a designated equipment and workplace for your employees. Otherwise, they can assume that your company is disorganized and does not value its new hires.

5. Tell the Newly Hired Staff what is your Expectations from them?

It is important for your new hire to tell about your expectations, day to day responsibilities, tasks, and duties. It is also important to address ethics and accountability in the workplace. Throughout the onboarding process, your goal is to encourage your newly hired employees to engage them in the work.

6. Failure to Set clear Expectations from the start:

A survey revealed that 23% of people that receives clear guidelines about the responsibilities can help them to stay in the job. Only 2.2 million surveyed employees responded that they knew what was expected from them. Without clear goals and targets, it is difficult to acknowledge and recognize achievements. It is even more difficult to have a sense of direction. Set clear expectations and agree on the metrics that will be used to measure their performance.

7. Not Providing Training:

Providing employee training is an important task before giving responsibilities and duties to new hires. A survey shows that 2 out of 3 employees have changed jobs because of a lack of training and development opportunities.

8. Relying on Employee Shadowing:

It is a type of job training where employees follow a trained and experienced employee. It is an effective form of training that can train your employees to a greater extent. Your model team member can help the new hire to a certain extent. It can help to achieve your company’s overall goal.

If you want a highly engaged and productive new hire, you have to guide them until they become able to manage their work independently. Give your new hires a clear understanding of how and why your company is doing the same to keep their goals clear.

9. Not Introducing Co-Workers:

It’s a standard procedure to introduce the new hires to managers and even high-performing workers.

10. Underestimating the Importance of Feedback:

It is important to give performance feedback to someone who just joined you. Giving constant feedback about the tasks, let them know how their performance will be evaluated.

It is also important to encourage feedback from your new hire. It will help you in evaluating how onboarding is performing, enabling you to make necessary changes to get better results.

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