Recruiting and retaining top performing employees are often quite challenging. Recruitment is comprised of many steps starting with creating a job description, posting about the vacancy, shortlisting applications, verifying profiles, and arranging for interviews. It does not stop there but extends to offer negotiation and positive confirmation from the right candidate. A recently recruited employee might feel like a visitor and it is our job to make him or her a part of the family that contributes to its development. It is not uncommon for someone to quit within the first few months on the job, not because they found something else to do but because they just couldn’t fit themselves into the organization’s culture.
Companies need to come up with innovative programs for newly recruited resources to settle down, gain insights into the strategic and operational aspects of the business and integrate into the company culture seamlessly. Employee onboarding is a significant first step where the new resources are informed of the company’s vision, mission, values, and policies. It also provides an opportunity for them to meet key stakeholders and understand their perspectives. A well-planned induction program during the first two weeks will set the ball rolling but that does not mean you have completed onboarding. It extends beyond induction and can be a yearlong program in which participation of reporting manager, human resources, and leaders across business units enhance the effectiveness of the program. It is also beneficial to assign mentors to new resources.