Getting a new hire can be very expensive and even more time consuming. Indeed, it is reported that it can cost a company £3000 and 27.5 days just to hire a new employee.  There’s sifting through resumés, going through the often long process of interviewing, and then there is all the paperwork that goes into putting a new employee on the books

So once you’ve got that hire, you want to keep them. You want them to quickly, efficiently, and  successfully integrate into your company. 

This process, known as on-boarding, is vital to the employee’s eventual success within the company. Yet too often it is neglected, or rushed, by the employer. This can lead both to lost profits for the company as they have a disoriented and unprepared employee, as well as  employee dissatisfaction. Below is a list of common mistakes made when on-boarding a new employee

Beginning the Process on the First Day

It is easy to assume the on-boarding process should begin the first day a new hire arrives at the company. But this would be a mistake. Overloading an employee on their first day is a guaranteed way to create a sense of confusion and even panic.

An emerging trend in the on-boarding process is known as ‘pre-boarding’, in which an employer introduces the new hire to the firm through informal meetings and informative emails. 

The employer can introduce the new hire to important contacts, potential mentors, and generally ease them into the workplace culture and environment. ‘Pre-boarding’ is a way of making a new hire feel comfortable and excited about their new role before they even start. Neglecting this process can lead to a rushed, and confusing day one.

Too Much Too Soon

You might think that a new hire would be especially motivated to work hard and deliver for the company. You’d be right in thinking so. But a common mistake employers make is expecting this motivation to transfer immediately into results. So they give the employee a whole host of tasks to complete before they’ve even set up their workspace.

This is a costly mistake. The employee may be motivated, but they may also be unfamiliar with key workplace systems, such as the communication software used by the company or even who to contact once certain tasks are completed.

Instead of overloading an employee with masses of challenging work, start them off with smaller and easier tasks. This will allow the employee to ease into your workplace culture, as well as imbue the employee with a sense of confidence and success. 

You may also wish to save money on their salary by offering a base with a chance to increase after a few week’s of probation or performance based with bonuses upon results.

No Goals

It’s easy to make a hire, outline the position, assume the new employee will simply get on with their role, and leave them to it. This is another common mistake employers make after acquiring a new hire. 

Instead of making this assumption, set initial  goals for the employee to reach within their first month or months of working at the company. This will help clear up any confusion about the role, and provide a professional roadmap for the new employee.

As well as setting these goals, be clear with the employee about the ways in which these goals will contribute to their personal and professional development within the company. This will allow the new hire to feel both comfortable and motivated to work. If they are thrown into the deep end, with no indication of performance expectations, you may find yourself with a confused and panicked new employee.

No Welcome

Finally, making sure to warmly greet your new hire might seem like a no-brainer. But it is often something that employers forget. This is a mistake that can lead to a demotivated hire who feels that they are simply another body in the room.

Take time to greet your new hire on their first day. Show them around, introduce them to their colleagues. Make them feel like they have made the right decision by joining your company. You will avoid upset and resentment by doing so .