Companies put great effort and thought into their hiring process as they search for the best talent, but they often fail to consider what happens once the new employee starts the job. Finding the right candidate is important, but it doesn’t mean much if they don’t stick around. Thus, a sound onboarding process needs to be a priority. Here are some tips to help you keep your new talent using an effective onboarding process.

Open Line of Communication

When employees start a new job, it is easy for them to feel lost, confused, and overwhelmed. They might not yet know exactly what their role is in the company. They end up meeting a lot of new people and it can be stressful. The last thing you want is for them to feel isolated. This is why communication (early and often) is so important. Stay in touch with them throughout the onboarding process and make sure they know who they should direct their questions to. Have lunch or coffee with them and include other team members. Social activities are important because it helps build bonds and allows new employees to assimilate into the team. The hiring manager and other team members should get together with the new hire outside of work, both before they formally start and once they are on board. You want this person to feel like they are joining a new family. If the employee feels like they are disconnected or alone, they’re more likely to be lured back to their former organization where they had connections with their colleagues. You have to make them feel wanted.

Give Them a Head Start

It’s important to meet before they start their first day to make sure everyone is on the same page. Provide them with company collateral and other potential training resource to review before starting. Once on board, the employee needs to know exactly what their role in the company is, what their job requirements are, and what their goals should be. It is also a good idea to set a plan for the first week. First weeks are always stressful. Having a concrete plan will make the first week more manageable. It helps if the plan involves shadowing existing team members. Having a mentor will help the new employee feel more comfortable.

Be Prepared

You want someone from HR to be prepared with benefits, health insurance information, and employee IDs. It helps to have a conversation about these things, as they can be confusing. They will likely want to know when coverage starts and if there is a waiting period. Have their workspace ready for them on the first day – including a desk and computer. This will help them feel welcomed and give them a place they can make their own on day one. You might have products you need to train them on or skills you need to demonstrate. Get in the field and take a hands-on approach to training. You will show the new employee that you want them there and are invested in seeing them succeed.

If you commit to a solid onboarding plan, you’ll experience better retention. If you can make your new talent feel valued and appreciated, they are going to feel more connected to the company and feel a stronger desire to stay.

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