It can take new employees some time to become productive and profitable, and it is not uncommon for it to take several months for new hires to reach their full potential. The time it takes for the new hire to get up to speed on the company’s processes, systems, and culture and build relationships with new colleagues will contribute to lost time and revenue. Effective new hire onboarding plays a crucial role in minimising this adjustment period and maximising the potential for early productivity and success.
It is paradoxical that although smaller companies need more employees to scale up, they often do not have the financial wherewithal, time or mental bandwidth to onboard and train employees that large corporations have. For this, it is beneficial to take the time and prepare to hasten the training process.
Why the first weeks matter more than they seem
In the 1930s, the zoologist Konrad Lorenz found that a gosling fixes onto and follows the first moving object it sees within hours of hatching, whether or not that object is its actual mother, an effect he termed imprinting. New hires imprint in a similar way: whatever they encounter in their first weeks becomes what they assume is simply normal there, for better or worse.
Zappos, the online retailer now owned by Amazon, tests for this directly. After a multi-week training programme, new hires are offered a cash bonus, reported at up to several thousand dollars, to quit if the role is not right for them. Few take it, but the structure gives the business an honest, early signal of fit, well before a bad match would otherwise surface quietly, months later, as underperformance. Amazon later adopted a version of the same idea for its own staff. The lesson holds at any size of company: a well-structured first few weeks is not just a courtesy, it is one of the cheapest ways to confirm a hire is actually the right one.
Five steps to structured new hire onboarding
Determine why the company is hiring the new employee
Determining the reason for hiring a new employee is a crucial step in the hiring process. It ensures that the hiring decision aligns with the company’s goals and priorities and that the new hire will clearly understand their role and responsibilities.
- To fill a vacancy: a new hire may be needed to replace an employee who has left the company or to fill a new position due to growth or expansion.
- To bring in new skills and expertise: a new hire may be needed to bring in new skills and expertise that are not currently present within the company.
- To increase efficiency: a new hire may be needed to help improve productivity and efficiency, particularly if the workload has increased.
- To support company growth: a new hire may be needed to support the company’s growth and to ensure that the company can meet the increasing demands of the business.
By determining the reasons for hiring a new employee, the company can make informed decisions about the type of employee they need, the skills and qualifications they should possess, and the compensation and benefits they should receive. This ensures that the hiring process is effective, efficient, and aligned with the company’s goals and priorities.
Have the company’s house in order
Having the company’s house in order is essential before hiring new staff. A disorganised or poorly managed company can create confusion, inefficiencies, and damage morale, making it challenging to attract and retain new employees.
By having its house in order, a company can demonstrate to potential employees that it is a well-run, stable organisation they will be proud to be a part of.
Having clear policies and procedures, effective communication and collaboration within the team, a well-defined organisational structure, and a strong company culture are crucial. This helps create a positive work environment that supports and encourages growth and development.
In addition, having the company’s house in order helps to build trust and credibility with new hires, which is essential for retaining and engaging employees. It also shows that the company is serious about its operations and is willing to invest the time and resources necessary to create a strong foundation for success.
Streamline operational processes
Streamlining operational processes is essential before hiring new staff for several reasons:
- Efficiency: a streamlined and well-defined operational process helps new staff get up to speed quickly and perform their job duties efficiently, which leads to increased productivity and a more positive work environment.
- Consistency: with transparent processes, new staff can deliver consistent results, improving the overall quality of work and customer experience.
- Reduced errors: well-designed operational processes can help reduce the likelihood of mistakes, which can be costly and damage the company’s reputation.
- Better training: with streamlined operational processes in place, it is easier to provide clear training to new staff and help them understand their role and responsibilities.
- Easier new hire onboarding: streamlined operational processes can also make the onboarding process smoother, reducing the time it takes for new staff to get up to speed and contribute to the company’s success.
In summary, streamlining operational processes is vital before hiring new staff.
Have a clear job description
Having a clear job description is essential before hiring a new employee. It helps to attract suitable candidates, establish expectations, and avoid misunderstandings during the hiring process.
A job description should include information about the duties and responsibilities of the position, the required qualifications and skills, and the expected compensation and benefits. It serves as a guide for both the employer and the candidate and helps to ensure that the new hire is a good fit for the company.
Create a development plan for new employees
Creating a development plan for new employees helps secure their success and growth within the company. A development plan can help to keep the employee challenged and motivated while ensuring they have the support and resources they need to reach their full potential.
A development plan should include specific, measurable goals, milestones, and deadlines for achieving them. This plan provides the employee with a clear understanding of what is expected of them and allows them to track their progress and the results of their hard work.
These five steps will help shorten the time it takes for a new hire to become a productive team member and make the onboarding and training process more fulfilling.
Take away
Hiring new employees is not just about adding new acts to a circus, it is about creating the business environment the company needs and ensuring a smooth transition through effective new hire onboarding. New hires who are taught to adapt and integrate into the team maximise their productivity and contribute to the overall success of the organisation.
Frequently asked questions
Why does it take new hires so long to become productive?
Because getting up to speed on a company’s processes, systems and culture, and building relationships with new colleagues, all take time. That adjustment period is a real cost in lost time and revenue, which is exactly what effective onboarding is designed to shorten.
Why get the company’s house in order before hiring?
A disorganised company creates confusion and damages morale before a new hire has done a day’s work. Clear policies, a defined structure and an established culture show a new hire, from day one, that they have joined a stable, well-run organisation.
Is there a fast way to tell if a new hire is genuinely the right fit?
A structured trial period is often faster than waiting months to find out. Zappos, for instance, tests commitment directly at the end of training, rather than discovering a mismatch later as underperformance or turnover.
References
- Zappos Finds the Perfect Fit, Harbert College of Business, Auburn University: harbert.auburn.edu
- Burkus, D., Why Amazon Bought Into Zappos’s ‘Pay to Quit’ Policy, Inc.: inc.com
- Konrad Lorenz, Encyclopaedia Britannica: britannica.com
