You can also extend your welcome beyond their work “family”, to their real family. This way they will get to know the relevant names and faces beforehand, and can start to build virtual relationships before meeting in person. Instead, have your new employee’s teammates contact them on their new work email or via your in-house messaging system ahead of their first day. We’ve all been there: it’s your first day, you’ve been introduced to dozens of people, and you find yourself lost in a sea of names and faces. If they liked your product send them some. For example, if your applicant chose you because of your working hours, send them a rota. This is also a great way to show your employee that you deliver on your promises. Remind them why they decided to apply to your company. Often the recruitment process can take a long time, and the likelihood is your candidate has applied for other jobs as well. What was it that wowed your applicant enough to want to work for your company? Use your pre boarding process to reinforce your EVP. Honour your side early, and your new employee will want to honour theirs. Your employee value proposition (EVP) is the deal you make with your workforce they promise to work hard for you, on the condition that you meet the promises you made in the recruitment process. Ask for signatures with remote signature software (such as DocuSign or E-Sign) rather than postģ.Any training videos can optionally be watched in the candidate’s own time.Send them relevant employee guides and documentation so they can go through it in their own time.Setting up your new employee’s work email.While certain elements such as health and safety briefings are essential first day tasks, the tedium of excess paperwork doesn’t have to be. A typical new employee will have tax forms, P45s, emails to set up, and new software to get familiar with. There’s no better way to kill the excitement of a new job than with paperwork. Even something as simple as a phone recorded video message of the team saying they’re looking forward to you joining can go a long way. Let them know how glad you are to have them join the company. The first step to building a great pre boarding process is a simple as saying congratulations. Whoever you’re hiring, they’re probably as happy to get the job as you are to have them onboard. Here are eight essential steps you need to consider. Pre-boarding should be personal, yet also consistent with your employer brand. Selling prospective employees on the employer value proposition before they join will increase their motivation to get off to a good start. Removing tedious admin processes will ensure your new hire can spend their time making introductions, getting to know the team, and getting stuck into work instead.Įffective pre-boarding can also have an impact on speed to productivity an important recruitment metric. You don’t get a second chance at a first impression, so it’s always important to make sure an employee’s first day is stimulating and enjoyable. A robust pre-boarding process will ensure your employees are committed and highly motivated before they even walk through the door! Not only will you avoid the incurred costs of failed hires we’ve already mentioned, you’ll also see a host of benefits. Of course, cultivating loyalty is important with new employees. But what exactly is it preboarding?ĭefinition: Literally, preboarding is the period of time between a candidate signing their offer letter and their first day, however, the purpose of a preboarding process is to ensure that the accepted candidate is prepared and excited about working for you in the run-up to their first day. This is pretty scary stuff, and the purpose of preboarding is to avoid the costs incurred from premature employee attrition. Employee turnover costs 100%-300% of a replaced employee’s salary.33% of fresh hires start searching for a new job within 6 months.22% of new employees leave within the first 45 days.Studies show that starting a new job might be more stressful than moving house.It pays to hold on to your employees let’s look at some facts: In recent years, employers have had to up their game not only do you need to overt your candidate’s eyes away from other opportunities, but you also have to lay the right groundwork to keep them there. Effective pre-boarding minimises the risk of candidates accepting but not starting with your company. As such it’s more likely that your candidate may still be engaged in other recruitment processes even after they’ve accepted a position with you. Investing in creating an excellent preboarding process is just as important as onboarding your new employees when it comes to improving new hire performance and reducing attrition.Ĭandidates are applying for more jobs than ever before.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |