“With the high cost of recruiting, business leaders must understand that effectively integrating new hires into the organization is an important step to ensure their success.”
– Talya N. Bauer, Onboarding New Employees: Maximizing Success
One of the biggest responsibilities of an HR department is the acquisition and management of new talent. Losing an employee within the first year will cost a company approximately three months of that employee’s salary (Gest, J. Smart Business). This means that it’s in every company’s best interest for new employees to remain as long as possible, a goal that is much more achievable with the aid of skillfully equipped human resource teams.
In addition to the financial burdens of losing new employees, many other factors come into play. It costs money to post job ads, but beyond that, it takes time and company resources to interview new applicants and train a replacement. Losing new hires also takes a toll on your remaining workforce, which then has to shoulder extra duties. An overworked staff lowers productivity, and it becomes more likely for a few overlooked tasks to slip through the cracks and cause problems. Finally, each new hire lost translates into lost knowledge and skill. Everything that a hiring manager saw as valuable in an applicant walks out the door with him or her. For these reasons and many more, human resource departments must take every initiative available to give new employees the tools they need to succeed.
New hires will undoubtedly have an abundance of concerns that come along with their new and unfamiliar jobs. Their worries may include how to fit into the company culture and become productive members of the organization. According to the Wynhurst Group (2007), “new employees decide whether they feel at home or not in the first three weeks in a company and 4% of new employees leave a job after a disastrous first day.” Human resource departments usually work closely with new employees for their first three weeks of employment, guiding them through the adjustment, learning, and training processes. This employee-to-HR relationship is an integral part in making new hires feel welcome and confident in their new positions.
Here are a few ways HR teams can equip new employees with the tools they need to succeed.
Well-executed human resource operations often go unnoticed, but they affect the entire organization. When it comes to assisting new hires, there is no department better suited to helping employees succeed, from their first few days on the job. From assisting new employees with paperwork to ensuring that they understand the company goals, human resource departments are fundamental in the success and seamless transition of new employees.
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Most of the time, the HR department pays more attention to recruiting and hiring processes such as finding qualified applicants, interviewing, and checking references. Even though these are important to the hiring process, they should be aware that their job does not end once the new employee has been hired. Reducing performance issues and turnover requires a smooth assimilation of new hires.
In my previous job, I had the opportunity to use the ProfilesXT test. It was really useful and helped me to check whether a candidate fit a specific job in my organization. This test is a tool that allows employers to effectively evaluate a candidate and his or her suitability. It gives employers a greater chance of selecting candidates who have the highest probability of being successful in the position they are looking to fill.
I totally agree with the idea that the success of a company also depends on the integration of new hires. An effective integration program makes the new hire feel comfortable and introduces him or her to the organization’s culture. Over time, I have realized that employees who get a positive first impression are more likely to develop loyalty, cooperate with coworkers, get involved, offer ideas, and take a personal interest in the success of the organization.