A couple of weeks’ ago I was a guest panellist on Corecruitment’s recruitment webinar. One common theme is the challenge of recruiting and retaining good staff.
When it comes to retention, having gone to the effort and expense of finding a good fit, don’t waste this by poor onboarding, only to have the employee leave again after a couple of months, leaving you back to square one.
In addition to permanent roles, many hospitality, leisure and tourism businesses will be taking on seasonal staff now.
Maybe you are too?
The first few days and weeks in any job will determine how that person feels about your business and whether or not this is the place they want to stay. It might just be for a season initially, but who knows… maybe even to pursue their career here. Is this an environment where they’ll be happy, fit in and feel their contribution is valued?
Getting this right is as important for temporary or seasonal staff as it is for permanent. They too can act as ambassadors for your business, and make all the difference the next time you need to recruit. Quite apart from the impact they can have on other team members and your customers depending on how well they’re equipped for the job.
People like (and need) to know what’s expected of them. So when people start with you a thorough onboarding is absolutely key to ensuring you’re not wasting all the time, cost and effort you’ve put into recruiting the right person.
A thorough onboarding process firstly ensures they’ll be up to speed and able to carry out their job effectively, resulting in less pressure on other team members, and a better customer experience.
But just as importantly, it creates the right first impression, that shows that their role is valued.
Imagine your new team member getting home from work after their first day and their nearest and dearest asking them “how was your first day?” If you were a fly on the wall, what would you like to hear them say?
“It was ok, I suppose”
“Hmm, I’m not so sure; I didn’t really know what I was doing and they just left me to muddle through. I’ll give it a couple more days…”
“It was brilliant. Everyone was so welcoming and helpful, and they’ve mapped out a great training programme for me so I know what I’m going to be learning and doing over the next couple of weeks. I’m really excited to have got this job, and can’t wait for tomorrow.”
Start the onboarding process as soon as possible; the more you can do before their first day the quicker they’ll get them up to speed.
In your job offer let them know how much you’re looking forward to them coming to work for you and then start with information that lets them know that they’re going to get a warm welcome.
If you need to re-vamp your on-boarding process or want to learn more about how to engage new team members I’ve just made that chore a whole lot easier for you!
If you only do one thing, take a fresh look at your on-boarding programmes and how you engage new team members, and ask yourself do they really give the best possible start for anyone new to your team to be a productive, happy and engaged team player in your business.
p.s Start your on-boarding process as soon as possible; the more you can do before their first day the quicker they’ll get them up to speed.
Discover more here…