The root cause of turnover among new hires isn’t likely what you’re thinking. Bad management takes the brunt of the blame, but is it really as simple as that? The reality is chasing away new hires is a collaborative effort. HR, peers, bosses, and working conditions all factor in someone taking a job only to leave it quickly
This July I’ll be talking about the issues around high turnover at the IHRIM Talent event here in Cleveland as attracting and retaining talent is of foremost interest. The initial employees a new hire encounters – recruiters, hiring managers, and HR/payroll professionals are key areas to investigate.
Recruiters
Traditionally the first person to make contact with the employee, recruiters are responsible for the ever-important and lasting first impression. What impact is your talent acquisition team leaving on new or prospective hires? The recruiter should adequately prepare the prospective new hire for the role ahead and they should be prepared with the right questions, understand the metrics this person’s performance will be graded on, and assess the potential fit – including cultural fit. As a candidate transitions from a candidate to a new hire, a recruiter should remain in communication.
Hiring Manager
When analyzing high turnover, you do indeed need to take a deep look at the hiring manager – even if that’s you! Hiring managers play a huge role in the recruiting and onboarding process. Is the hiring manager being completely honest about the job in interviews? Did the hiring manager fully communicate the scope of the role to the recruiter? Before the new hire starts does the hiring manager have a rough idea of the metrics this person’s performance will be based on? Make sure the current and potential succession plans are understood so that employees have a sound expectation of growth potential.
HR Manager
At some point during the first week, or before, the new hire is going to meet with someone on the HR team. How welcoming are you? If it’s the typical, “sign here, agree to this policy, there’s your desk,” then you’re not being a strategic human resource professional. A common issue can be a bland, outdated employee handbook. If your handbook focuses more on “don’t do this or we’ll fire you,” it is likely part of the problem. An employee handbook needs to be clear, concise, and legally vetted, but also take into consideration the employee. Done correctly, an employee handbook can be a source of engagement and empowerment.
How far does the onboarding process reach? HR should ideally have a game plan that reaches far beyond the 90-day mark and stretches closer to the one-year mark. Think that’s too long? Take a look at the drop-out rate for new hires. I’ll save you some time, one-third of new hires quit about six months into their tenure.
Work with the hiring manager and department leaders to not only foster a welcoming, warm first few weeks, but also to navigate the new hire through their performance and growth potential within the organization.
Payroll
Aa a potential payroll professional, you might be thinking, “what’s the best way payroll can contribute?” Start with connecting to employees. Do you know the employees whose paychecks you are processing? It’s understandable that payroll can’t get out and shake every hand that works in their company. Even an email to welcome the new hire and letting them know how to reach out to you if they have any issues, will point you in the right direction. You can always create template, then customize it as it makes the most sense. Put it on the calendar as a reminder, copy/paste to the right person, personalize, and bam – you just helped reduce the chances this new employee will bolt!
Engaged employees aren’t likely to leave the company. Surround your new hires with supportive colleagues who can guide them to success and watch the turnover numbers drop.
If you’re looking to engage employees and cut turnover rates, join me July 9-10 at the Huntington Convention Center to continue the conversation. My presentation focuses around how talent acquisition can impact a company’s bottom line. More details can be found here: https://2018ihrimtalent.exceedevents.com/
