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5 ideas for keeping your new recruits engaged - Benchmark Recruit, Sheffield

5 ideas for keeping your new recruits engaged

At Benchmark we’re great advocates of employee retention and work closely with clients to advise on the induction of new recruits to ensure longevity in the workplace. We practice what we preach and are on-board with like-minded businesses such as myhrtoolkit, which supplies a unique HR online software system, to ensure we have the tools to manage new employees and HR tasks efficiently.

We thought who better to comment on engaging new recruits than myhrtoolkit – Sharon Evans from the HR software company is our guest blogger and shares her 5 top tips with us below.
hrtoolkit

5 ideas for keeping your new recruits engaged

When it comes to recruiting new staff for your business, finding the right person can prove very time-consuming and expensive. In fact, according to a report by Oxford Economics, it costs employers £30,614 to replace a member of staff.
That figure is shocking enough, but it looks even more worrying in the light of research by credit-reporting agency Equifax, which found that 40% of employees who decided to quit their jobs in 2013 did so within six months of starting in the role.
So how can managers minimise the chances of new employees making an early exit? Here are just 6 ways to get your new team members full engaged and keep them that way.

1. Provide a helpful induction programme

If you have ever started a new job, you will remember that slightly floundering feeling in your first few days. At that point, you don’t really know the firm, its culture or its processes and whilst you undoubtedly have a skillset that the business needs, every organisation will want you to deliver that slightly differently. At the same time, all you want to do is create that great first impression and show them what you can do.

That is why it is so important that managers prepare a good induction programme for their new employees. This should cover every aspect of their role that they need to know, but cannot do without training or guidance. As such, it can include anything from making sure they understand how to use the phone system to providing training on any software systems they need to use.

To help a new employee know what to expect, it’s a good idea to highlight what’s going to be happening and when; think about hour 1, day 1 and week 1.

If you fail to do this you will not only impede the new employee’s effectiveness in their role, but also give them a greater sense of being an outsider: someone who doesn’t know what the rest of the team knows and who isn’t being helped so they can get there. That is pretty much the opposite of engagement!

2. Make them feel part of the team

Not feeling you are fitting in with your work colleagues is one of the biggest stressors when starting a new role, so it is important that managers introduce new recruits to the rest of the team and explain how they will work together. Not only will this give the new recruit a sense of their fit in the business, it will also help develop those all-important workplace relationships.

Having a social aspect to work can also help integrate new employees. So for example, if your organisation runs a number of social activities, such as sports or reading clubs, be sure to do more than just mention it; invite and involve them as much as you can. It can also be a good idea to organise a team social event for a few weeks after new staff have joined, to give them the chance to get to know their colleagues in a more relaxed environment. This can be a simple as a meal out!

3. Don’t let your promises drift

It is not uncommon for employers to promise all sorts of things at interview to get a new employee on board, only to let those promises drift once they start work.

Whilst it might seem fairly immaterial to an employer that they have failed to pay for promised training or deliver agreed bonuses, it can leave an employee feeling quite disgruntled.

At the very best, this can lead them to be more inclined towards ‘presenteeism’; if they feel you have under-delivered they may feel entitled to do the same. At worst, they may just look to ‘jump ship’ to another job that promises what they were looking for in the first place.

4. Empower your new recruits

It is a commonplace irony that many employers undertake a major recruitment drive and pay good money to attract skilled staff, only to micromanage them or ignore their advice.

Understandably, it can be difficult to let go and trust someone’s ability from the start. After all, you don’t know them and haven’t seen how they work. That said, it is important to temper your fears and be fair with your new employees.

Fail to respect their abilities and advice and you are basically telling them you don’t believe they can do their job – and that is a real turn-off for any employee. Give them space to blossom and they probably will – you hired them, after all.

5. Give feedback from the start

Every employee wants to be reassured that they are bringing value to the business. However, whilst you might be overjoyed with their performance, they may feel that the opposite is true if you don’t tell them.

This uncertainty can be even more acute when they are new to the job, so it is important to give them regular, informal feedback to reassure them.

Even constructive criticism is better than no feedback at all, as it provides a yardstick as to your expectations of that employee and gives them a sense of working with you towards shared objectives.

Also remember that new employees will have valuable feedback for you and your company, especially about how they found your hiring and induction process, so don’t forget to ask them.

For more information on the services myhrtoolkit provide please visit their website.

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