The World of Learning conference is an annual highlight, not only for education professionals but for anyone with an interest in staff development. Among the themes of this year’s event at the NEC, one stood out:
An alarming number of people quit new jobs within the first week, and many more decide very quickly that their new company isn’t a long-term option. To quote the CIPD:
“Even when people stay for a year or more, it is often the case that their decision to leave sooner rather than later is taken in the first weeks of employment”
Sometimes people just don’t fit. It’s nobody’s fault, and the sooner a square peg is prised out of a round hole, the better it is for all concerned. But how many people walk away from something that could have developed into a rewarding personal and professional experience simply because they weren’t made to feel welcome?
Without a tailored induction, new employees can find themselves in a position where they never fully understand the business they’re working for or their role within it. They may never fully integrate into their team or the wider company, they may never reach the level of creativity or productivity they’re capable of, and as frustration mounts they may well put down their tools, switch off their computer and walk out of the door, never to return.
What are we hoping to gain from an employee induction? The best HR and training practitioners we’ve worked with all say the same thing.
That’s a lot easier to accomplish when the hiring process is seamless and transparently fair, and employee onboarding is swift. Jane’s recruitment software actively supports more efficient onboarding. To take one example, new employee records […]