Committing to Your New Hires

How committed is your HR department to your new hires? What about the level of commitment from the C-suite and the rest of the team?

“Well, of course, we’re committed! We hired them, didn’t we?”

Yes, you did.

But considering the tight labor market and the severe shortage of skilled healthcare workers, now is the perfect time to consider this critical question. While it may be tempting to think the difficult part of maintaining an adequate staffing level ends when reaching a hiring agreement, that type of thinking can negatively impact employee retention. As you complete this portion of the hiring process, a period just as crucial—if not more so—begins.

Establishing a comprehensive onboarding program creates a positive employee experience from the very beginning, which will function as a type of retention glue throughout those first crucial months and beyond.

So, how effective is your onboarding process? Consider this checklist of must-have components.

A scheduled orientation

When arranging the orientation, anticipate first-day questions and provide answers. Address things such as:

• Parking
• Which door to enter
• Where to report / whom to ask for
• Appropriate work attire
• The lunch routine – brown bag, take-out, dine-in

Make a new hire’s first day a springboard toward success. Pull out all the stops when it comes to welcoming them. Offer a warm, genuine personal greeting, have the necessary paperwork prepared and ready for their signature and give these new team members the time and attention that will demonstrate a tangible commitment to them.

Select an orientation ambassador to assist with onboarding

Choose an employee who is personable and pleasant, has a cheerful outlook, and genuinely likes people. Task this person with making your new hires feel welcome and easing those first-day jitters. Better yet, arrange for this ambassador to be a frequent, friendly face as he/she checks in with the new guy/gal in the coming days and weeks.

Strive for open communication

Provide multiple ways to facilitate open communication with your new team members. For example, create a document that details whom to contact for various issues/concerns and give each new hire a copy. In addition, ask your orientation ambassador to make sure new hires have access to a complete company directory. Be mindful of new hire demographics by providing the option of hard copies or digital versions of important information, such as an employee handbook or information about benefits to accommodate different learning styles

Outline expectations for the first day, first week and first month. As soon as possible, provide a work schedule that specifies assigned shifts and addresses when new hires will be shadowing versus being on their own. Explain how upcoming holidays or special events will be managed.

And most importantly, remind your new hires that questions are always acceptable. They should feel comfortable going to a coworker, manager, or leader with questions, clarifications, and concerns. Encouraging open communication amongst all levels of staff will help to foster a positive company culture that is built on trust and collaboration.

Onboarding timeline: How long should it last?

Establish that onboarding is an active, seriously taken, full-fledged process. For example, some positions may require a year’s worth of onboarding, while other jobs are sufficiently onboarded in three months. And if a pre-determined ending time arrives and the employee needs additional training or an extended period of checking in, by all means, toss out the original timeline and reassess the situation.

Be attentive to early concerns on either side of the employment equation, as many situations can be addressed and resolved. If you have worked with a recruitment firm, share these concerns with your recruiting partner. With the current healthcare staffing crisis, no one can afford to lose even one employee to issues that can be remedied with a team effort.