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Orientation Improves Retention
Safari Solutions Newsletter May 2005, Volume #19
So you made a new hire, now what? Retention strategies should start on an employee's very first day, yet most companies fail to make a good first impression. Read on to learn how you can "close the sale" on newly recruited employees.
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
What organizations are you involved with?
(Answer provided at the end of the newsletter.)
Orientation Improves Retention
An employee's first day on the job will have a lasting impression. If a company makes a negative first impression it may take months to overcome an employee's initial frustration and "buyers remorse." Since studies show that improving orientation can increase retention rates by as much as 25%, try the following to solidify a long-lasting relationship.
Retention Interviews: Reduce Turnover
After a new employee starts, it is tempting to believe that "no news" is good news. However, it is important to find out what is on the minds of new employees during the the first few months. An effective retention interview may provide valuable information that can prevent turnover. At the end of the first week, first month and at 90 days, schedule a meeting with your new employee and ask the following.
Safari Tip
Conduct a formal, in-depth retention interview with your new hire at the end of their first month. Consider a company mentor or an independent third party to conduct this interview to receive more honest feedback. Call us today to see how Safari Retention Interviews can increase productivity and reduce turnover.
Safari Success Story
WorkSmart Systems, a growing Indianapolis based PEO, turned to Safari Solutions for recruiting expertise. Over the past two years, one-third of WorkSmart Systems' growing staff has been hired through Safari Solutions hiring process including a Controller, Sales Representative, HR Manager, and three support staff.
Did You Know
56% of employers expect to pay average starting salaries over $30,000 for new college graduates. Nearly 80% of turnover is due to hiring mistakes according to a study by Harvard University.
Answer to Today's Dos and Don'ts
“What organizations are you involved with?"
Asking about general organizational membership could reveal information about whether a candidate is a member of a protected class. Unless a question is directly related to job performance, do not ask it.
An appropriate question might be to ask a candidate what "business-related" organizations they belong to might be of benefit in the new position.
(Source: Workforce.com, author Deanna G. Kucler)
So you made a new hire, now what? Retention strategies should start on an employee's very first day, yet most companies fail to make a good first impression. Read on to learn how you can "close the sale" on newly recruited employees.
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
What organizations are you involved with?
(Answer provided at the end of the newsletter.)
Orientation Improves Retention
An employee's first day on the job will have a lasting impression. If a company makes a negative first impression it may take months to overcome an employee's initial frustration and "buyers remorse." Since studies show that improving orientation can increase retention rates by as much as 25%, try the following to solidify a long-lasting relationship.
Celebrate: Let them know that you are excited about them coming on board. Have the president make a welcome phone call before the new employee's first day. Invite the team to join you and the new hire for lunch. Do fun things to make them feel welcome!(Source: New Hire Orientation Tool Kit, By Dr. John Sullivan)
Speed to Productivity: Be prepared for a new hire's first day. Ease your new hire's transition with e-mail address, workstation, and business cards ready upon arrival. Offer meaningful work on the first day.
Set Expectations: Plan an hour of uninterrupted time with the manager on their first day. Discuss expectations and map out a plan of action for the first 30-60-90 days. Provide a vision for the next 6-12 months.
Retention Interviews: Reduce Turnover
After a new employee starts, it is tempting to believe that "no news" is good news. However, it is important to find out what is on the minds of new employees during the the first few months. An effective retention interview may provide valuable information that can prevent turnover. At the end of the first week, first month and at 90 days, schedule a meeting with your new employee and ask the following.
Are we meeting your expectations? During the hiring process you try to paint a clear picture of the position and the company. Yet if you fail, an employee may feel misled. Make sure you deliver what you promised.(Source: "Hardwiring Excellence: Purpose, Worthwhile Work, Making a Difference," by Quint Studer)
What is going well? Transitioning into a new position is challenging. Asking about what is working well gives the employee a chance to concentrate on the positives.
Who has been helpful? Find out which employees are going the extra mile and reward them. Your existing staff can have a significant effect on reducing turnover.
Are there things you did at your previous workplace that might be helpful to us? Use their experience to get great ideas for process improvements which can make the employee feel that they have made a valuable contribution.
Safari Tip
Conduct a formal, in-depth retention interview with your new hire at the end of their first month. Consider a company mentor or an independent third party to conduct this interview to receive more honest feedback. Call us today to see how Safari Retention Interviews can increase productivity and reduce turnover.
Safari Success Story
WorkSmart Systems, a growing Indianapolis based PEO, turned to Safari Solutions for recruiting expertise. Over the past two years, one-third of WorkSmart Systems' growing staff has been hired through Safari Solutions hiring process including a Controller, Sales Representative, HR Manager, and three support staff.
Did You Know
“What organizations are you involved with?"
Asking about general organizational membership could reveal information about whether a candidate is a member of a protected class. Unless a question is directly related to job performance, do not ask it.
An appropriate question might be to ask a candidate what "business-related" organizations they belong to might be of benefit in the new position.
(Source: Workforce.com, author Deanna G. Kucler)
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