We love to hear from candidates after they start with the companies we’ve partnered with to add new hires. We work especially hard to make a great match and post-start feedback is a valuable measure for us. We placed a candidate in a role where they would have peers and direct reports all over the globe. It was wonderful to hear the lengths her new employer went to ensure that she was introduced to varied team members and walked through the internal processes and tools that she needed to hit the ground running. We hear a different story from candidates who want to network with us because they are disenchanted with the company they recently joined, leading them to continue their search.

There are many terms popping up to describe the employee/employer relationship. Quick quitting is one of them. According to the 2022 Job Seeker Nation Report, nearly one in three new hires will quit their job in the first 90 days. After investing time and money to get someone to hired, the last thing business leaders want to do is start the process all over again because their new hire quick quit.

It’s week one, are your new hires sitting in their office space without even knowing where the restroom is located? Learning new names, places and the lay of the land can be daunting. It can be especially difficult to feel connected when you’re starting in a remote role. Organizations who are great at helping new members feel immediately welcome and part of the team do these key things:

1. Focus on Onboarding – It’s not all about the paperwork!
2. Get to know them as a person.
3. Start the process, even before the first day.
4. Intro them to the team and provide single points-of-contact.
5. Develop relevant training.
6. Set up ways for them to quickly engage in their work.
7. Discuss what they can expect in their first 90 days from you, their manager, and what you expect from them.
8. Check in with them regularly.
9. And if they’re relocating, they do more!

Yes, there is paperwork requiring completion to allow access to systems, provide tools and, of course, get paid. Effectively using a digital onboarding system allows new hires to do those things early and effortlessly. Ordering equipment and technology they will need should also be done prior to start.

A few days before they start work, send them a friendly note sharing how excited you are to have them join your team. Let them know at what time they need to arrive on their first day, where to park, who to ask for and what the dress code is.

In addition to these things, a key focus should be to make your new hires feel connected. Some companies put together a photo collage of teammates, delineating what each team member does, how they can help you, and perhaps most importantly, what interests each individual in their work and outside of the job. This helps to remember people when the team is introduced and to build connections more quickly. Assigning a mentor for the first 30 days is common. Whether you assign one mentor or a single point-of-contact for different areas of the job, having a defined go-to person is a benefit.

Assessments are sometimes used as part of the interview process. I’m a proponent of using them coupled with behavior-based interviews. The added benefit is that you can use the data to customize the onboarding process based on the individual’s style of processing information and communication.

You hired this individual for a specific skill set and experience. However, there are things that the rest of you know about the company’s objectives, drivers and approach that the new hire needs to understand. Having a well thought out training program pays dividends.

I was extremely impressed by one of our US-based client’s objectives to have all new hires for their sales expansion initiative hired and onboard before their annual sales strategy kick-off meeting in Europe. While there was expense to send dozens of new sales executives to this week-long international meeting and the training sessions, the pay off in allowing them to hit the ground running was huge. We placed over 20 individuals for this initiative and when I checked back with them after one year, they were still with the company!

A key desire when someone is starting in a new role is to “get started!” Thinking through the tasks you will assign in the first four weeks, 60 days and 90 days, and communicating these, helps to give the new hire an understanding of what will be expected of them from the get-go. It will also allow them to prepare and focus their attention and feel like they are contributing more quickly. It’s important to seek your current employees’ opinions, this is a way to show that you value their opinions while making sure the plan is all inclusive.

Finally, if you looked outside of your area to find the right person, helping them and their family to have a smooth transition to their new home location is a way to differentiate your company culture as welcoming, as well as helping to remove some of the distraction that goes along with a relocation. Some companies put together a packet of information from real estate data and local Realtors to school districts, favorite restaurants and service organizations. These packets are always appreciated!

The risk of not implementing a strong onboarding process is that the person you invested so much in finding and hiring, becomes frustrated in their early days on the job and continues to entertain other opportunities. Make sure your team is not one where people are quick quitting by understanding that you have not really closed a candidate until they are integrated into the company and functioning in their job.

You’ll never regret investing to hire right or in your employees’ start with the company. What does your company do to make new hires feel welcome? We’d love to hear from individuals who recently joined a new company, as well as hiring managers and talent acquisition teams about their creative ideas to help a new employee to feel welcome, quickly integrated into the team, and set up for success in their role.

You’ll never regret investing to hire right or in your employees’ start with the company. What does your company do to make new hires feel welcome? We’d love to hear from individuals who recently joined a new company, as well as hiring managers and talent acquisition teams about their creative ideas to help a new employee to feel welcome, quickly integrated into the team, and set up for success in their role.