7 Ways to Reduce Risk in the Hiring Process

When new employees are hired, they face the same risks chimps do when introduced into a new community (a concept Andrew O’Keeffe introduces us to in his book Hardwired Humans). For chimps, that looks like being attacked or even killed, while employees face ostracism or worse - failing their probation period. And for hiring managers like you, that means dealing with the expense, time and frustration that comes with having to repeat the hiring process from scratch.

Finding ways to reduce risk in the hiring process

But, what if I told you there are seven ways you can prevent that and reduce the risk in the hiring process? In fact, the key to failsafe the hiring process actually lies in what happens after the hire - that is, through a structured onboarding program.

An employee onboarding program with these seven steps inspired by the McKinsey 7-S framework improves the employee experience (EX) from day one and makes them likely to be one of the 69% of new employees that will stay for three years.

7 steps in a structured employee onboarding program

  1. Ensure the employee understands their own and the company’s values. Shared values and the behaviours that underpin them are key to finding success in their new role.
  2. Help the employee grasp the formal reporting lines, but also the hidden networks within the organisational structure that facilitate the flow of information, influence and decision-making.
  3. Offer the employee tools and resources to help them convey their personal brand or "style" to others and create overwhelmingly positive first impressions.
  4. Give the employee the space to understand their unique strengths and how their most-valued skills can be applied to their role.
  5. Provide support for the new employee to set up 1-2 winning projects, so they have the chance to prove their worth and generate momentum in their new role. This allows them to build trust, credibility and create value that reinforces the organisational strategy.
  6. Ensure the employee is given every opportunity to understand the context of their role, so they have a clear understanding of where they fit within the organisation's staff, and how they can contribute.
  7. Offer the resources and time necessary for the employee to learn new systems and implement an accelerated learning agenda, so they are up and running - fast.

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Greg Weiss is Australia’s Leading Career Coach. He is the author of “So You Got The Job! WTF Is Next?”. The book prescribes a proven, practical 7-step framework for new employees so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf/

He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.

He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365.