Employers should create a supportive induction process to keep employees engaged during recruitment and onboarding, commented Claire McCartney, policy and practice manager at the CIPD.
Speaking to HR magazine, she said: “It’s important that employers have a good selection process; aim to draw candidates in rather than screen them out.
“Be clear on your organisation’s values and purpose and the requirements of the specific role. Once an offer has been accepted, reach out and keep the new recruits warm, and develop a supportive induction process to help people perform at their best.”
Two fifths (41%) of employers reported they had employees resign within their first 12 weeks in the last year, the CIPD survey of 1,016 UK people professionals showed.
“Poor onboarding is an often unreported reason for staff resigning early,” Jonathan Firth, VP & head of UKI recruitment solutions at management consultancy LHH, told HR magazine.
“Mid- and senior-level candidates regularly tell us they’ve started looking for a new role within their initial probation period because things aren’t living up to expectations, that certain personalities are too difficult to handle, or that they feel a sense of imposter syndrome.”
The onboarding process is crucial to prevent employees from resigning early, Firth added
“It’s clear that solid onboarding and communicating clearly around the reality and expectations of the role during the recruitment process is key.
“Earlier this year, we launched our Onboard service to help businesses onboard and retain new talent in a more impactful and engaging way.”
The service connects new hires with a sector-specific onboarding coach, who helps candidates identify gaps in their skillset, Firth explained. It also offers access to a networking group and an online hub of career development resources, “to ensure onboarding isn’t just a tick-box exercise”.
“This approach empowers and engages new hires right from the start and encourages them to become career activists who think carefully about their career progression in a holistic way,” he continued.
Nearly two thirds (64%) of employers experienced difficulties attracting candidates, the CIPD research found, while 56% said it had become more difficult to retain talent over the last year.
At the same time, research by hiring platform Greenhouse published on 10 May showed that 45% of candidates had been ghosted after an initial interview with a recruiter; this increased to 61% of candidates from underrepresented backgrounds.
Communication and human connection with employees is crucial to retaining employees during onboarding, according to Derek Mackenzie, CEO of recruitment agency Investigo.
Speaking to HR magazine, he said: “If there are any changes in situation, from either the candidate's or the company’s side, these should be clearly communicated. For example, if the onboarding process consists of a series of automated emails and training guides then there’s no personal connection with the business.
“People are at the heart of businesses, so candidates expect people to be at the forefront of their onboarding and to be made to feel welcomed and valued.”
The CIPD commissioned YouGov to survey 1,016 UK-based people professionals for its Resourcing and talent planning report, between 4 April 2024 and 22 April 2024.
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