Hiring new talent takes time and resources to get it right. It’s absolutely vital to screen new hires not only for the requirements and qualifications of a specific job but also for the right cultural fit within an organization. 

So after you make a new hire, how do you make sure they succeed long term? 

Many organizations have solid onboarding processes in place to train new employees and integrate them into the existing team structure. 

In fact, employees who go through a structured onboarding program are 58 percent more likely to be with the organization after three years.

But what critical component does a structured onboarding program include? In our experience placing full time employees and contract staff across the country, we’ve seen that it goes way beyond a rudimentary orientation and cursory training.

According to Michel Falcon: "Employee onboarding is the design of what your employees feel, see and hear after they have been hired. Often, companies confuse onboarding with training. While training does have a role within the onboarding it doesn’t represent the entire scope of the process."

We recently polled a group of EMR trainers/consultants to ask them what they thought was important. Listen to their answers here:

These conversations are a microcosm of what we’ve experienced from our broader research, and we’ve distilled five essential characteristics that make companies perform at the highest level and feel like a family:

1 - Candor

When you go out of your way to communicate “the good, bad, and the ugly” — the challenges and expectations of a new job — you build trust and establish a clear line of communication. Explaining thoroughly the realities, requirements and environment they will encounter in their new role equips new employees with awareness and assists them with their approach in advance.

2 - Concierge Level Service

This should be a no-brainer but prompt response time is key. You don’t want customers or employees to get your answering machine and then wait forever for a reply. Responding quickly with an answer is not simply good customer service, it’s simply a wonderful way to show that you care. Their concerns are important. 

3 - Caring Environment

Professional development begins on Day 1. Work hard to find out where employees want to go, and find a way to get them there. Build time into their first month‘s schedule to help them improve at their job, not just learn the ropes. Create opportunities for them to grow professionally as well as personally. Another tip: provide freedom for the team to have time to be together without a specific business objective in front of them.

4 - Connecting the Mission with Purpose 

Consistently help new employees connect to the HOW and WHY of the organization. If vision is defined as what the company wishes to be in the future, purpose is why the organization wants to achieve that vision. According to the Harvard Business Review, if you wish to inspire your staff to do their best work, find a way to help them see how they impact those they serve. 

5 - Checking in on the Little Things  

Kim Scott, in her phenomenal book Radical Candor, argues that you cannot challenge directly your employees unless you first care personally about them. You do this by checking in on them, asking about their family, knowing what’s important to them, and consistently caring about them. You can only help your team achieve their full potential when you take notice of the little things in an employees life. They matter a lot more than you think. 

According to CultureIQ, these are the qualities that turn your organizational culture into a competitive advantage, help you retain employees longer and increase employee engagement and satisfaction. And most important of all, they help ensure that new employees do their best work, while also becoming an ambassador for your brand. 

love to staff, live to serve.