Recruiting reliable talent is a time-consuming and challenging task. Businesses have a difficult time keeping hold of talent once they are employed, which leads to the hiring process starting over again. Interestingly, the main reason for employee dissatisfaction is a lack of engagement from management. According to research, an estimated 70% of all workers reported being disengaged by their employers. Unfortunately, the price of disengagement comes in at around $500 billion every year. From the hiring process to the end, businesses have spent an estimated 150% of an employer’s salary. With these terrifying statistics in mind, we take a look at how companies can cut down on their costs and keep hold of new talent.
Run Background Checks Onboarding New Talent
In February 2020, CNBC reported that around 78% of all job seekers lie on their resumes. Although this may be a simple bending of the truth regarding experience, you may be hiring someone with dark criminal skeletons in their closet. You can check if someone has a jail record in this site called Look Up Inmate. Granted, this doesn’t necessarily mean they will be bad at their job, but it could cause a PR nightmare in the future. To mitigate this risk, you should consider running pre-employment background screening, which will present you with the information behind a person’s resume.
Assign a Mentor
Search engine giant Google has found considerable success in a functional mentorship program. They have already high-functioning employees take newcomers under their wing. The mentor is there to make them feel welcomed into the work culture and for new employees to ask questions when they arise. The idea is that a mentor is much more approachable than a manager, who may not have time to deal with the query.
Be Prepared for Questions
When you hire new employees, they will be full of questions, even if they don’t have any at first. As they become part of a new working environment, their heads will be full of questions to make the transition easier. You can get ahead of this by creating an FAQ and setting up entry-level tasks to get a new employee up to speed with the company.
Employee onboarding takes place far beyond their first day of employment. You need to schedule regular check-ins to make sure that everything is moving smoothly. These meetings will let you get to know your workforce, allow employees to ask questions, and for you both to set goals together. After a welcome period, you can drop the frequency of check-ins and have quarterly reviews.
Say Yes to Boomerang Hires
There’s nothing wrong with trying out different careers in life. Some employees will depart for other jobs, and then, they will realize they enjoyed working for their previous company. You should jump at the opportunity to hire these “boomerang” candidates. They will already know your company inside and out.
Onboarding is a time-consuming and costly process, which should be carried out as little as possible. Luckily, there are plenty of strategies for businesses to retain candidates. For the most part, your onboarding processes should focus on employee engagement.