The first 90 days, or the probation period, is a critical time for both you and your new employee. Statistics from the recruitment industry indicate that 47% of employee turnover occurs within the first 90 days of starting a new job, a costly and inconvenient result for any hiring manager. So what can you do to ensure your new employee stays the distance, well beyond their probation period?

1. Don’t rush the recruitment process

We don’t always have the luxury of time but when hiring a new employee, it pays to be patient and not rush the process. Before you advertise, make sure you have a clear job description that includes your expectations of the role. This allows for both clients and candidates to be fully aware of what’s required and save you time in the long run. Are there any parts of the role that are non-negotiable – location, necessary skills and experience, or number of direct reports?

Take the time to obtain formal references, rather than relying on word of mouth or casual verbal references. Background checks via previous employers, social media and even Google searches, can highlight any areas that might compromise their employment in your organisation and avoid any nasty surprises down the track.

“I’ve seen a start-up business recruit a technical role without a job description, offering the position to a candidate with a government background”

says Keiran Hathorn, Managing Director of Big Wave Digital a specialist digital recruitment agency.

“There was no onboarding process to speak of, and no clear expectations set. The pace of the start-up was frantic and scattergun in its approach – completely in conflict with the new employee’s government cultural background. The relationship was set to fail from the start and it did.”

2. Keep communicating

Open, honest and transparent communication is the key. Create some milestone dates during the probation period – one week, one month, two months – to check-in and revisit the expectations of the role and assess their progress. This is a great time to flag any concerns or issues, as well as share any positive feedback, and ensure they are getting the support they need to be successful.

“Clear and ongoing communication with new employees can be as simple and informal as a quick coffee catch up,” says Hathorn. “It doesn’t have to be a formal performance review. I’ve seen managers shocked when a new employee hands in their notice during the first 90 days stating numerous reasons why they’re not happy – but there was no communication along the way, which could have addressed issues and retained the new hire.”

3. Be welcoming

Many large organisations may have clear on-boarding processes, but it’s often up to the hiring manager to ensure that they’re followed. For smaller businesses, particularly start-ups, the process might not yet be documented, but there are some simple things you can do to make a new employee feel welcome:

The week before they start

• Send an email to your team or organisation introducing your new employee and outlining what their responsibilities will be. Remember to copy the new employee into the email.
• Ensure their desk, computer and phone are ready to go for their first day. Some stationery is also a nice touch!

Day one

• Personally introduce them to your team and any other key stakeholders in the organisation
• Provide a schedule for training or meetings with the team and other key stakeholders
• Organise a welcome lunch

Employing the right people is key to the success of any organisation, but once you’ve found them it’s important not to drop the ball. By adopting some simple procedures at the outset of their tenure, you will ensure their success beyond the first 90 days and create a culture of openness and inclusion within your organisation – a great outcome for both you and your employees.

 

If you are looking for a Digital Recruitment Agency in Sydney or Melbourne that gets more than just putting someone into a job then we can assist you.

 

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