Recruitment Insight

Five biggest mistakes Leaders make when onboarding new hires

If you are a Founder, CEO or a Team Leader, onboarding is something you have to get good at. The likelihood is that you are part of a startup, fast-growth, scale-up and you might not have a HR function to help support you, it comes down to you, it’s your responsibility.

When it comes to onboarding, how effective is your onboarding process? I’ve spent a lot of time speaking to Founders of businesses to identify the benefits of onboarding staff in the right way.

  • Smoother transition for new hire’s starting with your team
  • New Hire’s learning curves become shorter.
  • New Hire’s start performing sooner
  • Motivation and engagement increases
  • Staff retention increases
  • You save valuable time and money

I’ve looked at the top five things that you should be looking at to ensure that your onboarding is effective and successful.

1. Onboarding does not start the day your new hire starts. 

It actually starts the time you make your verbal offer or send out a contract. You should be sending your new hire a plan, a 30-60-day, 90-day plan of what they should be expecting from an onboarding point of view. It sets the tone for the rest of the tenure with you. For senior positions, I would recommend they create their own 90 day plan.

2. Do not overload your new hire with too much information.

In day one or week one, the purpose of onboarding is to get that person to perform as quickly as possible. You don’t want to give them too much information and over stress it, because it would inevitably take longer to onboard them.

3. Day one, sit down with the new hire, go through the vision, strategy, the KPIs, the expectations and really go through that all again. 

It might have been two or three months since you last met your new hire for the interviewing process.  A lot’s has been going on during that time, the new hire has resigned, had exit interviews etc.  So now they have started, its best you invest the time in sharing the companies vision, strategy and expectations to make it crystal clear. It’s really going to help in moving forward.

4. When it comes to onboarding, don’t forget to get feedback. 

Chances are, you’re in a fast-growth company this will not be your last hire so use this as a way of getting feedback. What works? What doesn’t? Whether that’s through an informal one to one or a more formal appraisal,  speak to that new hire and get the feedback. Essentially encouragement for an open environment for communication.

5. Unfortunately, people leave. Make sure that you conduct an exit interview. 

Let’s make the most of a bad situation. If you’ve got somebody that you’ve onboarded and it hasn’t gone the way you planned and that person leaves, make sure that you get feedback from an exit interview. Try to learn about why it hasn’t worked, try and learn about how you can do things better and essentially it’s gonna help your business grow for the future.  

I hope you’ve enjoyed that take some of those tips and do what you need to do with them. Check out our blog www.skylanrecruitment.co.uk any comments are welcome and I look forward to seeing you in the next video. 

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