Recent research states that 20% of new employees leave during their probation period. Whilst this is across all industry sectors and job functions, it still seems very high to me. Especially as this figure excludes those who didn’t start the role, despite having accepted the offer.
Time and money invested finding the candidate, who accepts the offer, yet fails to see out the first 90 days. Is the organisation recruiting the wrong profile of individuals, or is the Onboarding process at fault?
A key reason for not starting a role was a lack of contact since contracts were countersigned, leaving candidates feeling unsure and unwanted.
Reasons for leaving during probation included the following:
- The position was not what they expected
- They did not feel welcome
- They did not like the culture
- The organisation was ill prepared for their arrival ie: no workstation, not expecting arrival on first day, hiring manager had left since offer had been accepted etc.
Beyond the control of any organisation is where a candidate is simply not equipped to perform the role, despite displaying all the necessary attributes at interview. However, the above points are all very avoidable.
Onboarding is such a key aspect to the success of a new employee, but its importance is often underestimated. Some feel that the process of recruitment finishes once the contract is returned but Onboarding is very much an extension of the recruitment process. Ultimately, everyone wants a new hire to contribute as quickly as possible and to have the framework to do so.
A successful Recruitment and Onboarding process should achieve more than just the administrative aspects such as consent forms, Health and Safety, information for Payroll etc. The process should:
- Make the candidate feel wanted and included
- Help them understand how the business is structured and meet with the wider team
- Ensure they understand the parameters and expectations of their role
- Ensure they have a support structure and are included in social activities that may transcend the workplace
A successful Onboarding process indicates that an employee is 69% more likely to still be with the business in three years, so it does pay to get the Onboarding aspect of the Recruitment process right.
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