Four things you should be including in your graduate onboarding process

Business Support

Onboarding can make or break an employee’s experience when starting a new role. Research by webonboarding found that over a third of 4000 UK workers surveyed had a ‘serious problem’ between accepting an offer and starting their new role. What’s more, 36% didn’t have the basic equipment they needed on their first day, and 56% didn’t receive comprehensive training or have a suitable induction plan. 1

Considering 69% of employees are more likely to stay with a company after a great onboarding experience and replacing an employee can cost anywhere between £50,000 and £130,000,neglecting these processes can be both costly and time-consuming.

This is especially relevant when hiring for graduate jobs in London, as they often have little experience in corporate environments. Graduate recruitment in London is a competitive market, so you don’t want to be losing your new employees just a few days in because of onboarding issues.

Here are four things to consider when welcoming graduates to your team:

1. Preparation is key
No new employee wants to arrive on their first day to no desk and a colleague that’s flustered at their arrival. It’s essential you take the time to get organised a few days before they begin, printing off or filling out paperwork, installing all software and hardware, setting up entry passes and computer logins and anything else that’s required. While notice periods are part and parcel of recruitment, it’s worth moving quickly – leaving too much time between accepting an offer and starting a new role opens you up for potential problems.

Female boss shows presentation on screen at business meeting

2. Invest in video
Millennials are the video generation, with 26% watching over 10 hours a week 3. So, invest in creating an orientation video, covering your company’s history, current structure and culture, as well as office instructions and tips and tricks for their first few weeks – maybe a suggestion of where to grab lunch? This means you won’t have to repeat yourself with every new starter and it ensures the messaging is consistent. It also allows graduate to take notes in their own time, pausing where needed, and frees you up to focus on other things.

3. Show them the way
The top drivers of engagement for millennials are career opportunities, clear management of performance and organisational reputation.4 Therefore, the onboarding process should also include a clear directive on where graduates can expect to be in three, six and twelve months’ time. Objectives should be clearly established and training avenues should be actively promoted and acted upon in order to encourage growth. This way, those taking on London graduate jobs (or elsewhere) can see just how they’ll be using their hard-earned knowledge.

4. Implement a mentoring programme
Starting a new role is daunting at the best of times, but for graduates, it can be even more so. Providing a mentor for those first few months can go a long way in helping new grads settle into the workplace, giving them a person that can answer ‘dumb questions’ that they might not be comfortable asking their direct manager.
Mentorship can also encourage a sense of community, helping to welcome new members to the team. A familiar face can go a long way in making a work environment more comfortable.

Tiger is one of London’s leading graduate recruitment agencies. If you’re looking to hire a graduate or looking at jobs for graduates in London, we can help! Get in touch today.

1. http://www.hrreview.co.uk/hr-news/recruitment/third-new-starters-admitted-bad-employee-onboarding-experiences/105970
2. https://www.rec.uk.com/news-and-policy/press-releases/hiring-mistakes-are-costing-uk-businesses-billions-each-year-rec
3. https://www.statista.com/statistics/611750/millennial-time-spent-with-online-video/
4. http://diversitybydesign.co.uk/wp-content/uploads/2014/10/Diverse-Voices-final.pdf

 

Author David Morel Tiger Recruitment Team

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