I remember showing up for my first corporate job early one summer morning. When I presented myself to the security guard, he made a phone call to the person who had hired me, but no one answered. We waited a while, and he tried again. Eventually, someone answered and tracked down my manager. He only then that he had hired me two weeks before. You can imagine how valued I felt. Not an auspicious beginning, but one commonly reported by new hires.
How frequently do we disrespect those we have hired due to work overload or time constraints? How often does the hiring manager or the new hire lose enthusiasm after a few days. What impact does this have on turnover or engagement or employee satisfaction?
Once you have made an offer and it has been accepted, the chance that the person will show up on the scheduled start date can be startlingly low. According to a recent survey by Robert Half as many as 28% may not appear on their scheduled start date.
Staying in touch with a new hire continuously after they have accepted an offer can significantly increase commitment. Glassdoor has found that improving onboarding can increase retention by as much as 82%. It is much more difficult not to show up when you have had conversations and opportunities to interact with your new manager and teammates.
Good pre-boarding practices can decrease ghosting and improve candidate and hiring manager satisfaction. These articles below offer tips and ideas on how to pre-board well, improve early productivity, and reduce turnover.