Having an excellent business strategy and brand image won’t be enough to maintain a stable organization. When running a business, it’s easy to get caught up in focusing on annual targets and strategic theories. So much so that some may forget one of the most important facets of their business that keeps it afloat: the staff.
Companies often strive to hire and retain employees that will stay during the hard times and good. Unfortunately, pay alone won’t cut it anymore. Obtaining a loyal relationship with your hires requires give and take; benefits should go both ways.
To facilitate a dedicated workforce, it’s essential to implement proactive and purposeful processes that nurture your employees and make them feel valued.But why is employee retention important and what can your business do to protect against high attrition rates?
The Great Resignation
“The Great Resignation” is a key example of why retention is critical to a successful workforce. This event refers to the sudden boom in employee resignations that took off in April 2021. According to the Bureau of Labor Statistics, over 47 million Americans quit their jobs voluntarily, putting substantial financial strain on businesses around the world, primarily in the U.S.
Contrary to popular belief, the effects of the pandemic didn’t play a primary role in this mass departure. In fact, a Joblist survey found that it was actually unhappiness regarding how companies treated their staff in response to changing conditions (19%), alongside other key factors such as lack of pay or benefits (17%) and limited work-life balance (13%).
The newfound ability to work remotely and embrace a better work-life balance has driven workforces to explore the opportunities available to them. With this recent liberation, employees have started to demand more from their employers, combatting issues like:
Toxic working relationships
Negative company culture
No growth opportunities
Lack of recognition for contributions
Expected — but unrewarded — overtime
A recent study by Gallup estimates that employee burnout results in $322 billion in lost productivity and turnover. These decreasing workforces should serve as an eye-opening reminder that the importance of employee well-being and satisfaction can’t be overstated. That’s why it’s important to identify ways your business can directly address this problem and mitigate high resignation rates.
7 Methods to Enhance Employee Retention
To help you form a robust plan of action, we’ve listed the key ways your organization can protect against a fragile workforce.
1. Identify Turnover Patterns
To understand where the issues lie in your organization, it’s essential to assess potential patterns in your turnover rates. This effort could outline a particular time of year or event that causes employees to hand in their notice. Here’s how you work this out:
First, calculate the average number of employees within a certain time frame.
Average number of employees = (Number of employees at the beginning of set time frame + Number of employees at the end of set time frame) / 2
Then,use the below formula to uncover your turnover rate.
Employee turnover = (Number of employee departures / Average number of employees) x 100
Without feedback from your team, you may not be able to effectively improve your systems. Aim to gather constructive criticism from current employees to identify the key areas to improve on. It’s also important to ask for feedback from new hires during the onboarding process so you can act on these problems promptly and refine their experience.
In recent years, businesses have seen familiar faces coming back to their workforce. If you’re aware of any returning individuals in your company, make sure to ask what drove them to resign. Consider employing leaving interviews to gain honest insight into this as well.
2. Offer Flexibility
The standard nine-to-five schedule that’s set in stone can pose an immediate red flag for employees in the modern era of working. Trusting your workforce to work a flexible schedule can show your company’s compassion and understanding of their personal needs. Consider implementing the following practices:
Flexi-schedule: Employees are able to set their own working hours, e.g. 10am to 6pm.
Remote work: Workers can work outside the office, preferably at home, for convenience.
Job sharing: Two or more people work part-time to fulfill one full-time job role.
3. Provide Growth Opportunities
If you don’t offer clear pathways for development, it’s likely your workforce will search elsewhere for opportunities to move up. Supply skill-based training workshops and leadership development programs to promote growth and retention within your organization.
Educational opportunities aren’t just limited to standard employees; they also can be very valuable for managerial positions too. In fact, regular leadership training for managers can contribute to overall employee retention by ensuring that management is equipped with the skills necessary to build and maintain a motivated, supported workforce. Nurturing these positive working relationships will go a long way in forming a loyal and dedicated team.
4. Review Pay and Benefits
If your compensation packages remain static throughout the years, you’ll probably offer outdated benefits and pay low salaries for your employees’ expertise. While pay and benefits aren’t typically the primary cause for attrition, they can contribute to the last push that finalizes their decision to leave.
To combat this, regularly review market-leading salaries to compete with businesses in your sector. Also, update your benefits packet to align with modern working demands, such as flexible working hours. What’s most important is to advertise these perks to your workforce and potential new hires.
5. Recognize Your Teams’ Efforts
Employees only become motivated when they have something to work toward, whether that be a purposeful mission or a pat on the back. Companies with an established culture and reward practices in place boost their chances of maintaining an enthusiastic and driven workforce.
Inspiring staff members can help them feel valued, and in turn, make them likely to perform better. Facilitate positive engagement by encouraging employees to take on new projects and recognize them for their good performance and hard work. Employees who feel stimulated by their tasks and appreciated for their efforts have more potential to stick around.
6. Organize Team-Building Activities
Ensure that employees can effectively interact and collaborate with each other by incorporating fun team-building opportunities that foster communication. This may help new hires integrate within their team, let current staff members build stronger interpersonal relationships or alleviate any tensions within the office that might impact work performance. This could be as simple as a team lunch to a day outing.
7. Invest in Your Onboarding
An excellent way to boost retention is to nurture the employee journey of your new hires, ensuring they’re equipped with the tools, information and support they need to settle into the team. Make sure your onboarding lasts longer than one week to establish thorough training for new hires and provide ongoing support. A strong first impression makes a lasting difference, so enhancing your onboarding process will help you make a positive impact on your incoming recruits and make them feel welcome.
Unlock the Power of Onboarding Software
Onboarding software can make a significant difference in streamlining your overall onboarding process. An all-in-one software solution can be invaluable in enhancing communication among siloed teams and providing a single digital platform to store records securely.
With ApplicantStack Onboard, you get an extensive selection of features that support your onboarding procedures, such as customized onboarding checklists for each job position or work location. Here are just a few features our comprehensive tool has to offer:
Automated checklists: Allocate tasks to new recruits and build checklists to ensure they’re on the right track.
Hire import: For seamless integration, applicant data from the interview stage flows throughout the system, which eliminates duplicate data entry and saves time for your team.
Electronic documentation: Streamline the signing process and eliminate heaps of paperwork by handing your crucial documents electronically.
Automatic reminders: Receive automated reminders that keep both managers and new hires informed to reduce the risk of important tasks remaining incomplete and unaddressed.
Document storage: Secure your company’s critical documents in a centralized location and organize them intuitively to upgrade your storage methods.
Reporting: Gather feedback with standard and custom reports to monitor your onboarding metrics for constructive and valuable insights.
Empower your workforce, including those who have recently joined the team. Start your journey with ApplicantStack by signing up for your free trial today!
The workforce is the heart of any organization. Members of the team determine how efficiently things get done, as well as the level of service customers receive when interacting with the company. Hiring the right people to fill open positions is vital in building and maintaining strong teams. But without an effective recruiting program in place, your company may be scrambling to hire.
This article outlines the benefits of strong recruiting programs and why it’s worth investing in one, regardless of company size.
What is Recruiting?
Recruiting refers to the process of seeking, attracting, and bringing on talented individuals to fill open positions with a company. The process is a vital aspect of HR management, playing a pivotal role in the development of a capable and talented workforce.
When a company is recruiting to fill an open position, those involved in the hiring process typically complete multiple steps:
Analyzing the position, including its responsibilities, required skills, and qualifications, and writing a thorough job description.
Sourcing candidates through various outlets, including social media platforms, referrals, job boards, and recruiting agencies.
Screening applicants by reviewing applications and resumes, identifying those that meet the initial criteria.
Interviewing top candidates, which may occur in person or virtually.
Assessing and testing candidates to confirm their abilities or verify aspects of their personalities.
Offering the job to the top candidate and undergoing the negotiation process (if applicable).
Investing in your organization’s recruiting efforts can make a big difference in more than just the hiring process. The following 11 benefits come from good recruiting programs.
Access to top talent
When your organization recruits more effectively, this provides access to top talent. A well-defined strategy can target ideal candidates and channels for sourcing applicants, ensuring that recruiters focus on attracting the best people.
Good recruiting efforts also demonstrate the values and culture of the organization, along with opportunities for growth and advancement. As a result, people are more interested in working for the company and seek out open jobs.
Improved employee performance
Employees who feel supported in their roles tend to perform better. And when you fill open positions with talented and engaged individuals, teams tend to function more cohesively. By contrast, high turnover rates and poor hiring efforts can cause good employees to feel like they’re bearing the brunt of the workload. They may start to feel burned out and resentful, which causes a decline in overall performance and workplace morale.
Enhanced company culture
Your company culture is highly influenced by the people who work there. Hiring for cultural fit alongside core skills and competencies can help you continue to build and nurture the atmosphere you want in the workplace.
Higher retention rates
Employee retention is a highly discussed topic in today’s job market. When the Great Resignation occurred, employers were left scrambling to fill positions and meet customer needs. But strong recruiting practices can boost retention rates, which eases the strain on recruiters and managers.
Reduced time-to-hire
The average time spent on filling a position is 36 days. When your company has multiple roles to fill, the time can really add up. Freeing up time to spend on other tasks is certainly appealing, particularly among those who wear multiple hats. Plus, getting new employees up and running can ease the strain on their team members and increase productivity.
Cost savings
Every company, regardless of size, can benefit from saving money. And since it costs nearly $5,000 to bring on a new hire, making sure every new employee is the right fit is certainly appealing from a financial standpoint, not to mention the other benefits of keeping happy employees around.
Increased innovation and creativity
Employees who feel secure and supported in their roles tend to have higher engagement and productivity rates than those who are unhappy. When your recruiters find the right hires to fill positions, those individuals may feel happier when they come onboard. As a result, they’re more likely to come up with creative and innovative ideas, which can have a great benefit on your organization.
Positive employer branding
Employer branding refers to the image and reputation of an organization among its existing employees and potential candidates for roles. Beginning with the experience of each candidate, your company can generate a positive brand image. Ensure the application process is simple (and mobile-friendly) with regular check-ins and communication along the way. Texting is one of the best ways to stay in touch, as today’s applicants are much more likely to open and respond to texts than other forms of communication.
Positive employer branding can also aid in attracting top talent and building a stronger culture. When your team members are happy, they may serve as brand advocates, continuing to generate positive buzz around the business.
Long-term growth and sustainability
Effective recruiting can make a significant difference in the long-term sustainability and growth of an organization. When hiring managers identify people with the right expertise and skills needed in specific roles, they can help support growth initiatives. An agile workforce that is open to change can also adapt to changing market needs and competitive pressure.
Better customer experience
Employees who interact with customers should represent the company in a positive and supportive manner. When your organization invests in hiring talented individuals who are good cultural fits, it’s more likely that customers will have a positive experience during these interactions. Additionally, lower employee turnover rates often translate to better service, as more experienced and loyal employees have additional knowledge to share.
Competitive advantage
Gain a competitive advantage when you invest in your recruiting efforts. The benefits above outline how your company can enjoy greater success, increased growth, and a positive image. These and other advantages of strong recruiting make your company more appealing to jobseekers.
Enhance Your Recruiting (And Get These Benefits) with Quality Recruitment Software
When you need to hire top talent, you need the best tools at your disposal. And while some recruiting platforms are built for big business, ApplicantStack is ideal for the small-to-midsized organization. It’s designed with the needs of smaller companies in mind, with a price point that fits into just about any business budget. Plus, it doesn’t skimp on features – post to hundreds of a job boards with a click, take advantage of templates, and ensure a consistent onboarding process for every new hire.
Get started now with a free trial and take your recruiting program to the next level.
Employee onboarding is critical to the quality of your company’s services. However, many companies underestimate the power of a well-thought-out employee integration strategy and suffer the consequences as a result.
According to a CareerBuilder survey, one in three employers don’t have a structured onboarding process, and a substantial number reported to have experienced costly repercussions. The absence of onboarding frameworks has also negatively impacted company performance, including:
Decreased productivity (16%)
Greater inefficiencies (14%)
Bad employee retention (12%)
Lower team morale (11%)
Weak employee engagement (10%)
Declining confidence from workers (10%)
Lack of trust within the organization (7%)
Missed revenue targets (6%)
That’s why it’s essential to harness your onboarding to ensure your incoming employees feel supported, confident and engaged from the moment they begin their roles. Implementing a strong new hire orientation plan is the first step to achieving more from your business.
Here, we’ll cover everything you need to know about planning and executing a successful orientation. Let’s get started!
The Importance of New Hire Orientation
It’s key to understand that new employee orientation slightly differs from onboarding. Onboarding is an ongoing operation that’s put in place to support hires from the recruiting stage until they have settled into their positions. This period may last around 30 days to three months. However, orientation acts as a component of the larger onboarding process.
Orientations are typically one-time events that take place on employees’ first days of work. They aim to provide new employees with a high-level overview of your organization, its managerial structure and the relevant teams. These occasions give businesses the opportunity to make a great first impression that lasts throughout their employee journey.
A successful orientation should achieve the following:
Make Employees Feel Welcome
Being the new starter isn’t always easy, and for many, integrating within a foreign working environment alongside a team of strangers can bring nerves and tension. As the initial experience for new staff members, orientations should make participants feel comfortable and reassured in their new positions.
Boost Engagement
Employee orientation programs assist recent hires in their work environments by providing key information and introducing them to their new colleagues. Giving them the resources they need early on in their journey can increase engagement by keeping them informed, making for a happy, confident and established member of the team.
Outline Expectations
Regardless of your new employee’s current experience, it’s essential to set them up for success within your institution. Aim to specifically customize your new hire orientation to fit the role you’ve hired for. Tailoring your approach will help ensure they’re aware of their responsibilities and obtain the appropriate information and resources to perform well in their job.
Reduce Employee Turnover
When all is said and done, a key focus of your orientation should be to retain the employees you’ve hired. Employees who feel the onboarding process has prepared them for their new jobs, instilled confidence and made them feel like valued assets are more likely to stay within their roles.
What To Include in New Hire Orientation
The style and approach of your staff orientation program will likely depend on varying factors, such as your organization, industry and the vacancies you’ve filled. However, there are a few elements that should be covered in all cases. Here are some key areas that need to be included as part of your orientation.
Company Culture, Mission and Values
Joining employees should know the core values of your organization to understand business goals, working according to that mantra. For example, if you’re a recruitment agency that prioritizes acquiring experienced tech-focused candidates and a new hire’s previous company had high volumes of applicants, this difference would have a direct impact on your quality of customer service. That’s why it’s essential to share the specific mission of your business.
Management Introduction
Providing a walkthrough of your organization’s management chart is imperative to successful onboarding. Introduce incoming employees to the structure of executive leaders and managers within your company. It may also be beneficial to incorporate prominent executives into your new hire orientation schedule. This will allow leaders to introduce themselves in person and share valuable information about the company. If schedules are too tight, creating a welcome video or squeezing in a 10-minute video call are other routes to take.
Department-Specific Information
To ensure new hires have what they need to start off on the right foot, they’ll need to receive the necessary departmental information relevant to their role. This can include contact information, building layouts and file storage.
Company Policies and Procedures
Several policies and procedures must be explained early on in staff training. A few policies to cover in your orientation may include:
Safety and security procedures
Paid time off (PTO)
Equal employment opportunity (EEO) policies
Other relevant company policies
These areas should be covered in your employee handbook, so ensure you offer each new hire a paper or digital copy of this guide. Once the orientation is complete, get all joining team members to sign an acknowledgment stating that they received and reviewed the handbook as part of their new hire welcome package.
It’s also good to inform employees of their compensation and outline any benefits packages that they’re entitled to, such as healthcare, retirement plans, supplied equipment or wellness support.
Best Practices for New Hire Orientation
After creating an excellent candidate experience, it’s important to maintain your new hire’s satisfaction by following these best practices. To ensure you develop a successful new hire orientation, we’ve listed some best practices to keep in mind.
Pick the right time
Strategize the time and day of your new hire orientation based on your company’s day-to-day functionality. For example, if Wednesdays and Fridays are busier than other days, aim to onboard hires and host orientation sessions earlier in the week. Making informed scheduling decisions will enable you to focus on your new recruits and minimize the likelihood of distraction.
Share your onboarding agenda
Clearly formatted agendas will keep employees informed and prepare them for their first week in the new job. Before orientation, email incoming staff with a timetable that breaks down what the beginning of their professional journey will entail. Creating a structured plan helps to ensure the initial onboarding stage goes smoothly and eliminates the unnerving uncertainty of beginning a new role. Including a thoughtful welcome message in your email will also set you up for a strong start.
Encourage interaction
Presentations won’t work well if you’re aiming to engage new employees. Your goal should be to make the orientation process fun and exciting, and engagement goes hand-in-hand with interaction. Aim to incorporate a mix of presentation approaches that require participation, such as
Quizzes
Games
Q&A sessions
Group discussions
Make room for 1:1 time
While orientations may occur in group settings, having one-to-one time with your new hires is crucial. Try to book a slot in the day to meet with new employees individually. This way you can welcome your new hires face-to-face, get to know them on a more personal level and give them the opportunity to share any questions and potential concerns with you.
Leverage Software Solutions
Onboarding software offers businesses an all-encompassing solution that makes a significant impact; simplifying, streamlining and enhancing the entire process. Using this revolutionary tool helps keep all teams in the loop, offers a digital space to keep records organized and eliminates the hassle of paperwork. You can take this a step further by ensuring your hiring software includes onboarding features. Combining the two processes will allow the data to flow, starting from the initial application to the end of the onboarding process, without the need for manual interference.
The Key To Successful Onboarding
Good onboarding tools are invaluable to your business. ApplicantStack is a high-level recruiting and hiring software with onboarding tools built in, allowing you to import new hires into your HR system seamlessly. This comprehensive solution enables you to build bespoke onboarding checklists for each job position and work location, relying on templates and other useful tools to simplify the process.
Take your onboarding to new heights. Sign up for your ApplicantStack free trial today.
In a competitive job market, standing out as an employer can make a big difference in recruiting efforts and employee retention rates. Developing an employer value proposition can help your organization present what it offers to new hires and existing members of the workforce. Explore the importance of an EVP and the benefits of developing one within your company.
What is an EVP?
An employer (or employee) value proposition, or EVP, outlines the benefits, characteristics, and offerings of an employer that are available to its employees. Its key purpose is to highlight why a jobseeker would elect to work for that organization over any other company that may be hiring for a similar position.
An effective EVP communicates what sets the organization apart as a desirable place to work, as well as how its culture and vision statement align with the values and goals of individual employees. Your company’s EVP should go beyond the monetary compensation and health benefits available to eligible employees, highlighting the unique elements that contribute to job satisfaction and the overall experience of working for your company.
The Benefits of a Solid EVP
It’s worthwhile to invest in an EVP to reap the benefits that come in the recruiting process, as well as throughout the employee lifecycle.
Attracting and retaining talent
When seeking to fill open positions, your recruiting team may soon find that it’s a highly competitive market. Jobseekers have more options, giving them more opportunities to turn down roles in favor of working for companies that better align with their personal values and goals. When you present an EVP as part of the recruiting process, a potential applicant can see what their experience might be on a day-to-day basis if they accept a role with your organization.
A more engaged team
Employee engagement is more essential than ever, as engagement rates directly correlate with employee retention and productivity numbers. Engaged team members tend to be happier in their roles, which boosts workplace morale and helps support collaborative teams. You may also see a connection between the overall health and well-being of your workforce and their engagement rates. A strong EVP can contribute to engagement.
Lower recruiting and retention costs
Finding and bringing on employees can be an expensive endeavor. The average cost-per-hire varies, depending on the organization, location, role, and process, but you can expect to spend at least a few thousand dollars on the effort. However, when your company becomes a more desirable place to work, you won’t have to invest as much effort (or money) into finding and bringing on new hires. Employees may refer their friends and family to fill open positions, which reduces the cost significantly.
Better business performance and growth
Motivated and happy employees tend to contribute innovative ideas and higher production levels, which lead to increased business growth and performance. It’s worth investing in an employer value proposition that aligns with the aims of the organization and needs of employees to achieve growth and success.
Improved transparency
When potential new hires come on board knowing what to expect in their workplace, they tend to have a better impression and overall experience. Transparency in an EVP can also establish clear expectations and encourage open communication. Companies that honor the details included in their EVPs also come across as more authentic to jobseekers and employees.
EVP vs. USP: The Differences
When discussing employer value propositions, the comparison often comes up with unique selling propositions (USP). The two share some similarities, although they have differing purposes. A USP outlines what sets an organization and its products or services apart from its competitors. It focuses more on what the business offers to its clients, rather than what’s available to employees.
EVP vs. USP: Why You Need Both for Recruiting
Understanding what a company offers to customers is an important aspect of choosing to work there. Therefore, an organization should invest time in developing both its EVP and USP to appeal to potential jobseekers who want to work for companies that align with their goals and values.
The Elements of an EVP
Some of the key components to include in an EVP include:
Work environment and organizational culture: Highlighting the work atmosphere, including any unique factors like remote/hybrid schedules or other flexibility, collaboration opportunities, and diversity and inclusion efforts.
Mission and purpose: Describing the purpose and mission of an organization and outlining any impact it has had on its clients, a specific group of people, or society as a whole.
Growth and development opportunities: Outlining the opportunities available for growth and development to appeal to the large number of employees who desire to advance in their careers and develop their professional skills.
Rewards and recognition: Demonstrating the ways in which the organization recognizes members of its workforce and rewards individual achievements and contributions.
Benefits: Discussing the comprehensive benefits package available to eligible employees, such as retirement savings opportunities, health and wellness programs, paid time off, health insurance coverage, and any other perks.
Compensation: Describing the financial compensation, including any pay structure, bonus opportunities, etc., available to employees.
Work–life balance: Emphasizing ways in which the organization values a good work-life balance, such as any initiatives or policies that encourage employees to take time off, seek mental and emotional support, and spend time with their loved ones.
Location: Outlining the physical work location, whether in-person at an office or other space, remote (from home), or another setup (hybrid schedule).
Respect: Discussing the importance of respect in the workplace and ways in which the policies support a considerate, inclusive, and supportive atmosphere.
How to Develop (And Improve) Your EVP
If you don’t have an EVP created, now is the time to establish one. And if your organization does have one in place, check out these steps to make it even more appealing to employees and potential new hires.
Identify what is most important to provide employees
Start by getting to know your target audience, which includes the ideal candidates for open positions. Consider the skills of those who fit into that group and what they’re looking for when seeking employment. You can glean valuable information from your current team members, as well as those searching for similar positions on job boards.
Decide how you will be different
The next step in developing or improving an EVP is defining how your organization will differ from others in a similar industry or space. You might identify the unique mission or organizational cultural elements, benefits available to employees, the emphasis on a good work-life balance, or any other factors that set you apart.
Align with your company mission and values
The EVP should clearly align with the mission and values established for the business. It should reflect the identity of the business in a way that complements its aims while serving as an authentic representation of what it seeks to do.
Be authentic (and mean it)
Authenticity is vital in an EVP that resonates with employees and potential new hires. Make sure everything included in your company proposition is accurately reflected in the behaviors and actions of business leaders and team members. Be honest and transparent about what employees can expect when working for your company.
Ensure your EVP includes everyone
Inclusion is a critical aspect of a positive and supportive workplace. Make sure everyone has a place within your organization. Individuals should feel important and valued, and their contributions should be recognized.
Account for different stages of the employee lifecycle
An employer value proposition may feel like it’s mainly for new hires, but it should account for all the stages of the employee lifecycle. Consider how you can include language that appeals to those who have worked for the business for years, as well as those who are preparing to exit the workforce and move into retirement.
How to Use Your EVP to Enhance Your Employer Brand
Using your EVP can strengthen your employer brand and reputation. It helps to differentiate your organization, showcasing what’s unique about what it offers to employees. When jobseekers want to work for companies that align with their career aspirations and personal values, a well-crafted EVP can help your business stand out.
It’s also easier to attract high-quality candidates who want to be part of the team. These individuals tend to perform better and stick around longer, which contributes to overall brand success and growth. You may even find that employees who are loyal to the organization and happy in their roles can become brand advocates. Ambassadors can boost brand reputation and strengthen the appeal among potential customers or people looking to work in your industry.
Employee Value Proposition Examples
An employer value proposition should reflect the brand’s values and purpose, as well as what an employee can expect when becoming part of the team.
Nike
“Just do it. At Nike, we inspire and enable athletes of all levels to reach their full potential. Join a company that values innovation, creativity, and pushing the boundaries of what’s possible.”
Patagonia
“Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis. At Patagonia, you’ll be part of a purpose-driven company that’s committed to sustainability and making a positive impact on the planet.”
Strava
“You will engage in interesting and challenging work that will improve the lives of our athletes. And in the same way that Strava is deeply committed to unlocking the potential of our athletes, we are dedicated to providing a world-class workplace where our employees can grow and thrive.”
Investing in your employer value proposition is a worthwhile endeavor that can make a significant difference in your recruiting efforts and employee retention rates. Explore other tools that can simplify your hiring processes, such as software to aid in creating and sharing job postings, managing candidates, and bringing new hires onboard in a positive way.
Picture this: You’ve just started your new position at a company that provided an exceptional interview experience. They told you that the team you’re joining is full of close-knit, friendly people and assured you that you’d fit in perfectly. But, as your first day draws to an end, all you’ve received is a short name exchange with your new manager and a large pile of important paperwork, leaving you feeling disheartened and unmotivated.
This scenario isn’t uncommon for new staff. According to Officevibe research, 51 percent of employees think their company’s onboarding process could be improved. Insufficient employee onboarding leads to many recent hires actively searching for jobs early on in their role. In fact, over 30 percent of new team members quit their jobs within the first six months of employment, per Zipdo. That’s why it’s vital to ensure your incoming workforce feels welcome and supported.
First Impressions Make a Difference
You don’t get a second chance to make a first impression. When employees start their new roles, they’ll most probably be making assessments on their working environment, resource accessibility and the attitudes of their managers and coworkers.
New hires expect a positive journey in the initial stages of their employment and, if they are satisfied with the onboarding stage, your company maintains a higher chance of retaining those workers. Further statistics from Zipdo found that 69 percent of employees were more likely to stay with a company for three years if they received a supportive onboarding experience.
With onboarding having such a strong influence on employee retention, it’s important to put processes in place to ensure new hires feel valued and recognized early on in their employee journey.
Formulating a Welcome Package
Once you’ve made the right hires, it’s essential to enhance the employee experience to retain those valuable workers. Sending a welcome packet is an excellent way to please recent hires and help them feel comfortable on their first day. But what is a welcome letter or package?
A new employee welcome letter should aim to:
Evoke a response that gives an employee the sense that they’re going to be happy in their new working environment. Instead of keeping your wording plain and professional, use friendly language to communicate this effectively.
Inspire new hires to make their mark on the company. Let them know that your organization encourages employees to share their ideas and is willing to take on new perspectives.
Empower those who have recently started their roles. Provide them with opportunities to integrate with other staff members.
Assure workers that their teams are there to support them whenever they need it. Encourage them to ask questions and share any frustrations they may experience to achieve a resolution.
Inform new employees of the staff structure and where to find the best training resources. Without telling employees vital information, how are they supposed to know where to look? Make sure to handle this early on in their journey.
When forming a welcome message, it’s important to cover the following information as part of your new employee orientation to ensure they have everything they need when starting their role. This can include:
Necessary contacts: Share the necessary contact information, such as emails and phone numbers, of the people that incoming employees can rely on for assistance during their onboarding period.
Benefits package: An essential part of welcome messages is to inform new hires of the benefits packages in place to support them and their personal needs.
Resources information: Let employees know where to access your company’s internal systems, including employee handbooks, email systems and file storage.
Company dress code: Provide your organization’s expectations for business-appropriate clothing and workplace behavior.
When to Send a Welcome Message
After an applicant accepts a job offer, you can plan to send a welcome message right away. Providing the new hire with as much information as possible in advance of their first day can make a big difference in easing their anxiety and helping them feel more confident about starting a new role.
5 Welcome Message Examples
To help you draft your welcome messages, we’ve provided some inspiration on the myriad of variables to consider. Here are five possible approaches, each with its own new employee welcome letter template.
Casual
What to include:
When forming a casual welcome message, aim to use colloquial language to connect with your new hire. This ensures you come across as personable and approachable.
Also, make sure to invite your new hires to any internal events that could help them get to know the team. This will promote a positive company culture and show that your business nurtures their social well-being.
Sample welcome letter:
Hey [name]:
We just heard the news that our company has hired a wonderful employee to join the team, and guess what? That’s you! Welcome to [company name]!
Feel free to come along to [takeout Tuesday] in [room 3B] tomorrow lunchtime. Pizzas on us!
Remote Employee
What to include:
For remote employees, you should aim to recognize their position. Avoid referencing working from home with negative connotations. Instead, initially welcome them as you would other employees and offer the necessary resources to get started with onboarding. Deliver helpful documents and links that might be relevant to their first day, such as a video call or training videos.
Sample welcome letter:
Hi [name],
Welcome from afar! A huge congratulations on your new role. We’re so excited to have you as part of the team. We know you’ll make an excellent addition to [company name].
We understand that you’ll be fulfilling your duties remotely, so we’ve provided you with our [“No Place Like Home”] onboarding package! This will help you learn a bit more about our remote support systems and the structure of our organization.
Get in touch if you have any questions and we look forward to seeing you later today.
Here’s the meeting link: [Meeting link]
Newly Relocated Employee
What to include:
Sending a welcome email to your recently relocated employees will demonstrate your company’s ability to nurture their well-being. If you have benefit systems in place to support your mobile workforce, outline these in your welcome message. Likewise, provide an allocated human resources (HR) contact for them to reach out to if they require assistance.
Sample welcome letter:
[Regionally specific greeting, e.g., bonjour]!
Welcome abroad! We hope you’re settling well into your new home. Don’t forget to check out our [employee relocation] package for support to help you seamlessly integrate into the [country] office.
If you need help and advice, feel free to contact [HR professional] at any time. Here’s their email: [contact information]
Fun Team Email
What to include:
Fun team emails are a great way to inform the whole office about the new hire’s first day. Try gathering some hobbies and interests from the incoming employee before they join and use them to create interesting talking points for bonding opportunities. Also, include the office in which they’re based to encourage current employees to introduce themselves. This email celebrates your new hire on their first day, making them feel valued and appreciated off the bat.
Sample welcome letter:
Oh, haven’t you heard?
We have an excellent addition to [company name] joining us today! We’re delighted to introduce [full name] to the team. Here are a few fun facts about [first name]:
[They love cats and have their own furry friend called Tabitha]
[They enjoy painting in their spare time]
[Their favorite ice cream flavor is mint chocolate chip]
They’re currently in [office room location]. Drop in and say hi when you get the chance!
From HR manager
What to include:
When hearing from an HR manager, it’s good for them to offer themselves as a support touchpoint for the new hire. Additionally, make sure to provide the contact information of relevant managers that can assist them with any questions that arise. This will ensure they don’t feel alone in their role and are supported by various team members in the onboarding process.
Sample welcome letter:
Hello [name],
Welcome aboard! We’re absolutely thrilled to have you join the team. We know you’ll be a valuable asset to our company, and we can’t wait to see all that you’ll achieve.
Feel free to reach out to myself or [manager’s name] with any questions you may have.
[Contact information]
Start Off on the Right Foot With ApplicantStack
Exceptional onboarding gives you a significant competitive advantage, and the benefits to your organization and the new hires are evident. If your company doesn’t utilize applicant-tracking systems, ApplicantStack, a powerful hiring solution, can give you what you need to streamline your onboarding and enhance the employee experience.
ApplicantStack plays a pivotal role in shaping a positive brand image with personalized onboarding and with speedy feedback from your team. Harness the power of ApplicantStack to elevate your recruitment processes to secure an experienced, diverse and highly skilled workforce that will take your business to new heights. Additionally, the onboarding tools built into the platform will keep everyone on the same page while providing a consistent experience to every new hire.
Start your ApplicantStack free trial now and explore how you can enhance your onboarding management.
