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When a new hire comes on board, whether they become a long-term value-added employee or quickly gone painful subject depends on what you do once they start. It’s possible they might leave quickly for personal reasons, but most of the time the responsibility falls on you. Instead of saying goodbye to your next great employee, try these four steps to keep them around.
1. Hire Someone Qualified and Excited
If you want a new hire to last, make sure you’re hiring the right person. Not only do they need to be able to do the job, but they have to understand the position and actually want to do it. Bringing a candidate on who’s clearly just trying to find a job could lead you to back to an open position quickly when they realize this wasn’t the right opportunity.
2. Make Sure They Fit With Your Company
Once you’ve decided someone is up to the task and excited about joining your team, make sure they’ll actually enjoy their time on the team. This is where culture is most important – while you want the best, you need the best who fits with your organization. If work-life balance is a core component, the type-A person who’s ready to work until late in the evening might have the wrong personality.
During the interview, size the applicant up and discuss your culture in detail so they decide if it’s a good fit for them. If this is someone who’s truly looking for the right opportunity, they will want to feel like it’s a good environment for them, as well.
3. Onboard Them Properly
How you welcome someone to your company can decide how the rest of their experience goes. You want your new hire to start and feel as if their arrival was anticipated. This includes securing all the necessary equipment, space, and access prior to their first day. Schedule meetings with all the relevant department heads and co-workers. Plan trainings to teach them how things are done with your organization.
By taking the time to prepare everything in advance, you’re already expressing that you view them as a valued employee. Failing to do this might cause them to second-guess their choice and search for a more welcoming and prepared culture.
4. Don’t Leave Them Alone
Micromanaging isn’t a good thing, but neither is dropping a new employee at their desk and never visiting them again. Take the time to show them they aren’t forgotten and you want them to feel as if you’re involved with their work.
Start With the Best Employees
We know you want more than warm bodies in your office and light industrial settings, so we evaluate candidates before we recommend them to you. We know you want the best for your organization and we’re dedicated in finding them. Hire top performers who are already tested, background checked, verified, and drug screened, among other criteria.