ONBOARDING CANDIDATES
Ever have new-hires turn over quickly, or feel a bit frazzled or frantic during their first 90-180 days?
No problem, just set up a standard onboarding procedure and guidelines in order to keep your new hire on the rails.
Secure your talent and retain them with power. . .
CRUCIAL STATISTICS
According to SHRM, companies lose 17% of their new hires in the first three months. 4% of hires don’t even return for a second day of work!
The most shocking statistic of all, though… is that 50% of new hires will not be considered a success within the first 18 months of their new role. . .
FIRST THREE MONTHS
So what needs to be covered during onboarding? Well, it’s a fairly long list, but you should make the following concepts 100% clear to all new hires:
>> The role itself
>> Constraints
>> Priorities
>> Communication Style
>> Business Health
>> Team Chemistry
>> Company Culture
>> Top Competitors
>> Sales and Marketing Strategies
>> Top Products
>> Career Aspirations
>> Delivery Style
>> Cadence of Career
KEEPING TALENT
Create an environment where elite talent can flourish. Culture needs to be consistent across the board. Elite talent needs to know parameters, and then the flexibility to maneuver to deliver results within those parameters. They like to understand the end goal, the time frame, the budget, and the boundaries and then be given some degree of freedom to design their own path to get there.
LEARNING MORE
Did you miss a couple of the steps earlier on in the recruiting process? Don’t worry about it, I’ve got the entire recruiting process detailed out here in the Elite LBM Talent: The Blueprint guide (link)
