An effective search process consists of four steps – identification, attraction, evaluation, and successful acceptance of an offer. Whether your most recent hire came from an internal referral, an in-house recruitment team, or an executive search firm, knowing that a key role is filled can feel like a weight has been lifted from your shoulders. Your work here is done!
Or is it just getting started?
A study by The Wynhurst Group found that over 20% of staff turnover occurs in the first 45 days of employment, and that new employees who went through a structured on-boarding program were almost 60% more likely to be with the organization after three years.
Transition breakdowns occur when new employees either misunderstand the essential demands of the situation, or they lack the skill and flexibility to adapt to them. In either situation, a responsibility exists during the first three months on the behalf of a hiring manager to help new hires build significant momentum during that transition. If the goal is to decrease the amount of time it takes for an employee to become a net contributor of value, what steps can be taken to achieve this goal?