No new employee wants to arrive on their first day to no desk and a colleague that\u2019s flustered at their arrival. It\u2019s 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\u2019s required. While notice periods are part and parcel of recruitment, it\u2019s worth moving quickly \u2013 leaving too much time between accepting an offer and starting a new role opens you up for potential problems. If onboarding remotely, ensure hardware has been sent to the employee’s house well in advance, and they have been in touch with IT to support them through the setup.<\/p>\n
![\"Female](\"https:\/\/tiger-recruitment.com\/wp-content\/uploads\/2018\/05\/Onboarding-grads-2-1024x682.jpg\")
<\/p>\n
2. Invest in video<\/strong><\/h2>\nMillennials are the video generation, with the average personal watching 1.5 hours of video a day [3]. So, invest in creating an orientation video, covering your company\u2019s history, current structure and culture, as well as office instructions and tips and tricks for their first few weeks \u2013 maybe a suggestion of where to grab lunch? This means you won\u2019t 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.<\/p>\n
3. Show them the way<\/strong><\/h2>\nThe top drivers of engagement for millennials are career opportunities, clear management of performance and organisational reputation.4<\/sup> Therefore, the onboarding process should also include a clear directive on where graduates can expect to be in three, six and twelve months\u2019 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 Zurich graduate jobs (or elsewhere) can see just how they\u2019ll be using their hard-earned knowledge.<\/p>\n4. Implement a mentoring programme<\/strong><\/h2>\nStarting 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 \u2018dumb questions\u2019 that they might not be comfortable asking their direct manager.<\/p>\n
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.<\/p>\n
—<\/p>\n
Tiger is one of Zurich’s leading graduate recruitment agencies. If you\u2019re looking to hire a graduate or looking at jobs for graduates in Zurich, we can help! Get in touch today.<\/a> If you’re looking for more hiring advice, read our complete interview and selection guide for employers.\u00a0<\/a><\/p>\n1.https:\/\/www.gallup.com\/workplace\/238085\/state-american-workplace-report-2017.aspx
\n2. https:\/\/b2b-assets.glassdoor.com\/the-true-cost-of-a-bad-hire.pdf
\n3. https:\/\/www.rev.com\/blog\/how-gen-z-and-millennials-consume-video-content-what-that-means-for-production-teams
\n4. http:\/\/diversitybydesign.co.uk\/wp-content\/uploads\/2014\/10\/Diverse-Voices-final.pdf<\/h6>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
Onboarding can make or break an employee\u2019s experience when starting a new role. Research by Gallup found that only 12% of “employees strongly agree their workplace does a great job of onboarding new employees.” [1] Considering a great onboarding experience can improve employee retention rates by 82%, neglecting these process can be both costly and<\/p>\n
The top drivers of engagement for millennials are career opportunities, clear management of performance and organisational reputation.4<\/sup> Therefore, the onboarding process should also include a clear directive on where graduates can expect to be in three, six and twelve months\u2019 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 Zurich graduate jobs (or elsewhere) can see just how they\u2019ll be using their hard-earned knowledge.<\/p>\n 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 \u2018dumb questions\u2019 that they might not be comfortable asking their direct manager.<\/p>\n 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.<\/p>\n —<\/p>\n Tiger is one of Zurich’s leading graduate recruitment agencies. If you\u2019re looking to hire a graduate or looking at jobs for graduates in Zurich, we can help! Get in touch today.<\/a> If you’re looking for more hiring advice, read our complete interview and selection guide for employers.\u00a0<\/a><\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" Onboarding can make or break an employee\u2019s experience when starting a new role. Research by Gallup found that only 12% of “employees strongly agree their workplace does a great job of onboarding new employees.” [1] Considering a great onboarding experience can improve employee retention rates by 82%, neglecting these process can be both costly and<\/p>\n4. Implement a mentoring programme<\/strong><\/h2>\n
1.https:\/\/www.gallup.com\/workplace\/238085\/state-american-workplace-report-2017.aspx
\n2. https:\/\/b2b-assets.glassdoor.com\/the-true-cost-of-a-bad-hire.pdf
\n3. https:\/\/www.rev.com\/blog\/how-gen-z-and-millennials-consume-video-content-what-that-means-for-production-teams
\n4. http:\/\/diversitybydesign.co.uk\/wp-content\/uploads\/2014\/10\/Diverse-Voices-final.pdf<\/h6>\n