So you’ve found the perfect candidate and everyone is looking forward to the new recruit joining the team. But a successful hiring process is just the beginning of the story.
If a new recruit is to hit the ground running, a carefully thought-out induction is vital. Those first few days are crucial to helping a new employee get clear about their role, build the right relationships and settle into the team.
All too often, however, managers are so busy, and so relieved simply to have someone on board, that they do a hasty run-down of the practicalities, brief a few key tasks and then leave the new recruit to sort the rest of it out for themselves.
The result of this ‘hands-off’ approach is often that people flounder through their first weeks, not really sure if they are doing the right thing – or in the worst case scenario, feel unwelcome in the business, fail to integrate properly and quite quickly leave.
If you suspect that recruitment or inductions are to blame for high staff turnover, keeping an eye on you leavers’ data can be useful, especially when departures happen within the first six months of a candidate starting with your company. And it goes without saying that high turnover impacts massively on your bottom line…
So what are the key elements of an induction programme that will ensure a new recruit gets off to a flying start?
Millennial workers generally get pretty bad press. They’re accused of being disloyal, self-centred and lacking in respect for their managers. They want constant praise and quick promotion – and if they don’t get it, they’ll be off to the next job in the blink of an eye (well, within two years anyway).
They are, however, also the future workforce and will have a huge impact on the way businesses evolve in the future.
So, is what we hear about millennial workers true?
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