Bright Babire’s Post

🥳 Bringing on a new employee is an exciting time, but it’s also critical to set the right tone from day one. One of the most important things you can do to ensure success is to clearly outline job expectations and walk through the job description with your new hire. Here’s why: 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗳𝗿𝗼𝗺 𝗗𝗮𝘆 𝗢𝗻𝗲 ✅ When new employees have a clear understanding of their responsibilities, they can hit the ground running. Reviewing the job description ensures they know what’s expected and how their role fits into the bigger picture of the company’s goals. 𝗣𝗿𝗲𝘃𝗲𝗻𝘁𝘀 𝗠𝗶𝘀𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 👍🏾 Assumptions can lead to confusion. Taking the time to walk through the job description in detail helps eliminate ambiguity and ensures everyone is on the same page regarding tasks, priorities, and performance standards. 𝗦𝗲𝘁𝘀 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗕𝗲𝗻𝗰𝗵𝗺𝗮𝗿𝗸𝘀 〽️ Setting clear expectations helps new employees understand how their success will be measured. When they know what success looks like, they can focus their efforts on achieving those specific goals, leading to higher productivity and better outcomes. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲𝘀 𝗢𝗽𝗲𝗻 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 🗣️ Reviewing the job description offers a natural opportunity for new hires to ask questions and clarify any doubts they may have. This encourages an open dialogue and helps build a strong foundation of trust from the start. 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝘀 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 😀 When employees know what’s expected of them, they feel more confident and empowered to contribute meaningfully. Clear expectations lead to greater job satisfaction and higher engagement, which translates into long-term success for both the employee and the company. Setting job expectations isn’t just about filling a position—it’s about creating a roadmap for mutual success. Take the time to review the job description with new hires and ensure they have the tools and clarity they need to thrive! ✋ If you would like to chat about how to improve your process, get in touch with me: https://lnkd.in/gVKTYsCD #Onboarding #EmployeeSuccess #WorkplaceCulture #HR #Leadership #TalentManagement

Hiring manager often feel frustrated with high turnover rates leading to constant hiring processes. Here are my tips to ease those frustrations: 1. Conduct Exit Interviews: Understanding why employees are leaving is crucial. Conduct exit interviews to gather feedback on their experiences, reasons for leaving, and any suggestions they may have. 2. Analyse Turnover Patterns: Look for common patterns or trends among departing employees. Are there specific departments, managers, or roles experiencing higher turnover? Identifying these patterns can help target interventions more effectively. 3. Enhance Onboarding Processes: A robust onboarding program can set the tone for an employee's tenure with the company. 4. Offer Competitive Compensation and Benefits: Review your compensation and benefits packages to ensure they are competitive within your industry and region. Salary benchmarks and regular reviews can help ensure that employees feel fairly compensated for their work. 5. Promote Work-Life Balance: Long hours and high stress can contribute to burnout and turnover. Encourage work-life balance by offering flexible work arrangements, promoting time off, and providing resources for stress management and mental well-being. 6. Invest in Career Development: Employees are more likely to stay with a company that offers opportunities for growth and advancement. Provide training programs, mentorship opportunities, and clear paths for career progression to help employees feel invested in their future with the company. 7. Foster a Positive Company Culture: A supportive and inclusive company culture can contribute to employee satisfaction and retention. Encourage open communication, recognise and reward achievements, and promote a sense of belonging among team members. 8. Provide Regular Feedback and Recognition: Regular feedback helps employees understand how they're performing and where they can improve. Recognise and reward employees for their contributions, whether through formal awards programs or informal gestures of appreciation. 9. Monitor Employee Engagement: Regularly measure employee engagement through surveys or other feedback mechanisms. Pay attention to warning signs such as decreased productivity, increased absenteeism, or negative feedback from employees. 10. Address Issues Promptly: When issues arise, address them promptly and transparently. Whether it's conflicts within teams, concerns about workload, or dissatisfaction with management, taking action to resolve problems demonstrates that you value your employees' well-being and are committed to fostering a positive work environment. What would you add to these strategies to further improve retention and reduce turnover rates? #RetentionStrategies #RecruitmentInsights #Hiring #Rebootplacements

While establishing yourself as a reliable employee, completing daily projects on time and following standard operating procedures is doing what's expected of you, it's important to go above and beyond expectations. Consistently research demonstrates proactive people in the workforce are often viewed as better performers, innovators, and contributors. Taking the initiative occasionally shows your employer you understand the business's goals and you're willing to act without being prompted. Wondering how to ethically blow your own trumpet? Then check out our latest post here. -> 👉✍-> https://lnkd.in/ec6juwS7 The Recruiting Office - Bringing Talent & Opportunity Together! #Hiring #Recruitment #Job search #Career goals #Career plan #Professional branding #standing out at work #Employee branding

Employee retention is much less costly in most cases than hiring a new employee. Most business overlook the behind-the-scenes costs associated witih new employee acquisition. - Recruitment and onboarding expenses: HR's time and costs incurred to advertise the role, interview candidates, and onboarding. Training materials, tech setup, and training time can quickly add up. This process often involves management and other higher level staff time. - Decreased productivity due to training: It takes time for a new employee to reach full productivity. During this ramp-up period, there is often a dip in overall company efficiency and an increase in time spent with new hire activities. - Turnover costs: The company will incur costs related to employee turnover, that's just part of the cost of doing business. However, if the new hire leaves shortly after being hired, these costs and the ones listed above all of a sudden multiply. These are just a few factors to consider, I am sure there are many more that I've missed. As trusted strategic financial partners with our clients, we ALWAYS emphasize that healthy retention is more cost effective than hiring new team members (just like how client retention is always less costly than new client acquisition). Once we lay out the total cost of hiring a new employee, it's interesting to see how businesses get creative to try to retain top talent. I'm not just talking about pizza dinners, tickets to concerts, and box seats at the hockey game, I'm talk about intrapreneurship opportunities, team member-led product and service innovation, and customized career development plans - the REAL stuff that keeps great teammates around. #costmanagement #fractionalCFO #strategicfinancialpartner #CFO FSQ Consulting

Are your new hires lacking engagement at work or disappearing without a trace? This concerning trend is not only frustrating but also costly for companies. Losing time, resources, and dealing with the aftermath can be overwhelming for any Hiring Manager. But fear not, there are solutions to reduce these occurrences. First, understanding candidates' priorities is key. By identifying what matters most to them in their next career move, you can ensure alignment and foster engagement from the start. Without this insight, candidates may accept a job but continue seeking a better fit elsewhere. Secondly, be aware of potential counter-offers post-hiring. Maintaining ongoing onboarding and mentoring for the first year can prevent employees from being lured back to their previous positions. Regular check-ins and addressing concerns are vital. Additionally, frequent feedback is crucial. Instead of waiting for traditional performance reviews, opt for regular meetings or stay interviews. This approach resonates well with Millennials and Gen Z, who value continuous feedback and recognition. Lastly, clarity on performance objectives is essential. Ensuring that both Hiring Managers and new hires are aligned on goals for success can significantly boost engagement and retention rates. Remember, when faced with disengaged or departing employees, reflect on your hiring process first. Solutions often lie in proactive and insightful approaches during recruitment and onboarding. #EmployeeEngagement #HiringTips #RetentionStrategies

While establishing yourself as a reliable employee, completing daily projects on time and following standard operating procedures is doing what's expected of you, it's important to go above and beyond expectations. Consistently research demonstrates proactive people in the workforce are often viewed as better performers, innovators, and contributors. Taking the initiative occasionally shows your employer you understand the business's goals and you're willing to act without being prompted. Wondering how to ethically blow your own trumpet? Then check out our latest post here. -> 👉✍-> https://lnkd.in/ernaUttt The Recruiting Office - Bringing Talent & Opportunity Together! #Hiring #Recruitment #Job search #Career goals #Career plan #Professional branding #standing out at work #Employee branding

HR/TA Friends, take a minute to read below. Unfortunately, these stats didn’t surprise me – I’ve seen it time and time again. 😶 86% of new hires decide whether to stay or leave a company within the FIRST SIX MONTHS. And 20%? They don’t even make it past 45 days. 😱 You’ve spent all that time and energy hiring them, maybe even paid a recruiter, so why let them slip away? The first week is all about onboarding, intros, and that honeymoon phase. But then weeks fly by, and suddenly, they’re gone. What happened? It’s not just about onboarding – it’s about keeping them engaged, setting clear expectations, and having regular check-ins. Gallup says only 12% of employees think their company does a great job with onboarding. Ouch! We can totally do better. What’s your go-to move for keeping new hires happy and engaged after the honeymoon phase? Got any fun stories or tips? Let’s get the convo going – how do you keep that new hire spark alive? Drop your thoughts below and let’s keep restoring the human in HR! 🙌✨ #EmployeeEngagement #Onboarding #HR #TalentAcquisition #Retention #Leadership #EmployeeExperience #RestoringTheHumanInHR

Employees are a company's most valuable asset. And many companies make the mistake of promoting the wrong people. When companies promote employees based on favoritism and office politics, it sends a clear message that hard work doesn't matter. It creates a toxic work environment where people feel undervalued and unappreciated. When companies start promoting the wrong people, they will lose their best people. According to Glassdoor, the average cost of hiring a new employee is around $5,000. This includes recruiting, interviewing, hiring, and training. Many companies underestimate the costs of promoting the wrong people. #job #employee #management #hr #ceo #manager

In a world where we hire for #attitude than just skills—its very important to ensure the right #employee experience also remains post #hiring. Giving people a chance to experiment and learn new #skills beyond just what their primary role requires and rewarding their #performance. Talent needs to be engaged very differently today. No one wants to work in silos so cross functional exposure is needed. From a #candidate perspective its important to be proactive in asking for opportunities to go beyond their assigned tasks to learn more and show case their skills.

In order to do HR differently, the Board Room has to be on board! Organizations must commit the resources needed to transform their workplace - time, money, people-and that decision is often made at a higher level than the HR level. Training is one of the most undervalued investments because the return may not always be instantly visible - but still hits the bottom line.