When candidates accept offers, it’s tempting to think that they have decided that they really want the jobs for which they were hired. But “really want” is often an overstatement.
Whereas employers are mainly interested in finding people who are great fits for roles, candidates often have a multitude of criteria when evaluating new positions. The reality is that there’s no way to be sure a job is right until one actually is in it. And so what happens when people start work? New research paints a potentially troubling answer.
According to findings by BambooHR, 44% of new hires say they’ve had regrets or second thoughts within their first week. In addition, 70% of new hires decide whether a job is the right fit within the first month. And on average, companies have 44 days to influence a new hire's long-term retention.
What’s more, 23% of employees admit they've cried within a week of joining their new company.
Now here’s the kicker: The study also claims that once first impressions are made, it’s hard to move past them, revealing: “Nearly two-thirds of employees (62%) say their impressions of their company from the first day at work are still accurate, with 60% agreeing that first impressions are hard to change.
“For companies, this means employee retention hinges on a narrow window of opportunity. By the time a new hire has been on the job for two months, it’ll be almost impossible to shake any negative first impressions.”
In other words, the cliché about first impressions is as true in hiring as it is in practically every facet of life.
Point is, onboarding is important. Which, of course it is. Everyone knows that. Everyone says that. Yet it’s probably the most overlooked part of talent acquisition. It’s also often overlooked by talent management. It’s the stepchild that no one wants to care for.
That’s all the more reason for TA pros to take charge of it. No need to debate which department should be responsible or accountable for onboarding.
I’d love to see more recruiting pros take on greater roles in onboarding — especially these days when recruiters are being cut left and right. Focusing more on boarding can be a great way to demonstrate greater value to the org.
What do you think? Join the OUR Facebook Group to discuss this and other recruiting hot topics. I’d love to see you there, and so would other group members!