“My new star hire left within 3 months.”

We never talk and he doesn’t know the hard work I do. How can he give me a decent performance review?

“My new star hire left within 3 months.”

We never talk and he doesn’t know the hard work I do. How can he give me a decent performance review?

It took over 6 months to find our perfect candidate, Sandra. We engaged Executive Recruiters, advertised through our job board, on LinkedIn and cast the net far-and-wide. We had over 300 people interested, with a great shortlist of 7 candidates. We thought we found the ideal new employee in Sandra. She passed the interviews and even the psych tests with flying colours. Sandra was engaged and excited when she joined us. Less than 3 months later she left. It’s a disaster! Now we need to start the whole process again. We’ve wasted so much time, energy and money only to have to do this again.

“We spent so much time finding the right person but virtually nothing on getting her up-to-speed on the company and the role.”

In hindsight, it’s easy to see the problem. We spent so much time finding the right person but virtually nothing on getting her up-to-speed on the company and the role. We hired her, then dropped her into the deep-end without any real onboarding plan and limited supervision. Yes, we arranged a first-day introduction to her team and some key people – a meet-and-greet session. We also put her into our monthly orientation meeting that Human Resources do for all new hires. She was also scheduled to do the 3-day offsite meeting for new leaders but this was scheduled for her about 6 months in, as we only hold these meetings once a quarter and she just missed the last one. It didn’t help that her manager was in a different country and extremely busy. The honest answer is that a first-day meet-and-greet, one day with the HR team and a future meeting 6 months into a new job with a distant manager is not good enough. Her manager had no real plan, HR had no real plan, and we left Sandra alone, somewhat isolated without a structured. She quickly realized that what we’d discussed during the interview phase didn’t match the reality in the new job. So she left.

 

– Brian, CEO

With 46% of new hires leaving their job within 18 months, you can’t leave onboarding to chance. It’s an overlooked part of the employee experience and critical to get right if you want your stars to start well and continue working at the company.

That’s where Peoplewave’s First 100 Days tool can help. The First 100 Days is a structured approach to new hire onboarding, providing an action item checklist of critical things that new person needs to do. It also identifies the most important stakeholder relationships – both inside the company and among your top customers. Finally, it gives transparent data-driven performance appraisals through the first 3 months on the job, so the new employee knows where they stand, and the company knows what strengths and weaknesses can be addressed.