We no longer live in a world where the same lunch box, uniform, and helmet symbolize life-long careers and organizational culture. With so many companies experiencing such high turnover, it’s more crucial than ever to connect with your employee right off the bat.

Consider what it costs to acquire a new employee. Research from the Conference Board of Canada shows that acquiring new talent can range anywhere from $3,300 to $43,000 per employee. With these results, organizations today can’t afford to be another spoke on the wheel of employment options.

Here’s some startling statistics we’d like to share with you to highlight why connecting with an employee from the start is so important:

A survey conducted by Express Employment Professionals found that “22% of business leaders said that the average tenure at their companies was less than 3 years, 19% said 3-5 years, 24% said 5-10 years, 18% said 10-15 years, and 17% said more than 15 years.”

And it’s even more startling than that…

They also found that “33% of job seekers said they had been with their current companies for less than 3 years, 18% said 3-5 years, 24% said 5-10 years, 8% said 10-15 years, and 18% said more than 15 years.”

Onboarding is a major component of employee engagement and retention. It impacts human resource metrics like productivity, longevity, finances, and culture. Focusing on a new employee’s process and developing a strong connection is vital for earning their loyalty and commitment to your organization.

Right now, the big topic of most conversations is “culture.” Despite this, many companies give a first-day experience that resembles something like sitting at a new doctor's office. You sit by yourself, fill out paperwork, are shown an office space tour, all before you go to sit down with whoever’s in charge. That doesn’t seem well aligned with the posters on the wall about great organizational culture.

Take a moment to recall your first few months at one of your jobs in the past. Chances are it took you a while to get in the swing of things. Now take a step even further back. Try to remember your first day.

  • How much communication was there between you and the organization before your first day?
  • Did you have a chance to connect with anyone on your team beforehand?
  • Were they organized — i.e. did the onboarding process flow smoothly?
  • Did you introduce yourself and make any connections?

Recalling these experiences are important. They’re what makes working at an organization memorable.

So, how can you make a memorable, empowering, and rewarding onboarding experience for a new employee? Keep reading and you’ll find out.

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