Research, done by Dan Schawbel, shows that job turnover rates are high.
“Gen-Yers spend about two years before changing jobs, Gen-Xers tend to stay around five years and baby-boomers about seven years. Research from Anne Fisher reports that roughly 40 percent of executives who change jobs or get promoted fail in the first 18 months.”
Because there is a constant flow of new employees coming and old ones going, the more streamlined the onboarding process the better. Onboarding should start the moment a candidate is hired, the first day is key in setting them down the right path so they may successful as an employee.
The following is an abbreviated checklist for onboarding:
- Incorporate company culture into onboarding
- Set, clear expectations and goals
- Assign a mentor
- Identify career paths and demonstrate the skills and traits required to get to the next level
- Make introductions to supervisors, stakeholders and team members
- Keep the momentum going
- Send a companywide email
- Have multiple employees start at the same time
One think to bear in mind is that onboarding cannot be a cookie cutter process. The explanation for a senior executive position will be different form the entry level new hire straight out of college. This means your process should be adaptable and flexible.
