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Fostering Growth: 6 Techniques for Mentoring New Hires 

March 6, 2024

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Fostering Growth: 6 Techniques for Mentoring New Hires 

First impressions always matter, especially when you’re a business that’s hiring new employees. Your employee onboarding process is the first real contact new hires have with your company. If this process is inefficient, cumbersome, or simply not enjoyable for them, it could negatively affect your business’ image in their eyes and may even play a role in influencing their commitment to your organization. This article explores six techniques to help you provide the best onboarding experience for your new employees. 

Why Good Onboarding Matters 

A good onboarding process may be the most vital phase of your hiring cycle. Your onboarding will constitute the very first interaction a new hire has with your business, your company culture, and, most importantly, the role they’ll be playing in your organization. This means that if you don’t leave a lasting positive mark in the minds of your new hires, they’re likely to find work elsewhere.  

Research has proven this much, and experts have shown that only a small fraction of new hires plan to remain at their new company for three years or more.¹ Statistics clearly show that attrition rates for new employees are a little on the high side, and that’s not good news for any business. When employees quit, they take valuable knowledge, expertise, and skill with them, and it can be tiresome, even difficult, to constantly retrain new hires in the same systems and processes. 

On top of that, it is very expensive to replace your staff. Hiring a new employee can cost up to 150 percent of the annual salary for that position.² This is one of the reasons why it is essential to fine-tune each process of the hiring life cycle, especially the onboarding process, to significantly reduce employee turnover. Research by BambooHR corroborates this, revealing that new employees are three times more likely to commit to an organization if they feel like they had a good onboarding experience, and another 80 percent of employees will continue to hold a positive opinion of their organization if they have a memorable onboarding.³ 

Despite the apparent benefits of a great onboarding experience, over one-third of companies surveyed in a CareerBuilder survey lacked appropriate onboarding structures, and up to 41 percent of these companies have suffered unfavorable consequences as a direct result of this, including lower productivity, lower employee engagement, missed revenue targets, amongst others.⁴ Properly onboarding your new hires makes them feel valued, respected, and welcome. 

Related: Time Management Tips for Your Hiring Process 

Onboarding vs Orientation: What’s the Difference? 

It’s possible to conflate the terms onboarding and orientation, although they mean entirely different things. An employee orientation is a formal introduction of your new hire to the rest of the company. It is typically a one-time event aimed at acquainting them with not just their colleagues but the general vision and mission of the company, as well as company policy.  

Onboarding, on the other hand, is a six to eight-month intensive process where new hires are acclimated to the role they’ll be functioning in your organization. Onboarding entails showing the new hires the ropes of their new job, helping them to fully grasp the responsibilities of that position and its importance to your organization. 

Related: The 3 Things Every Hiring Manager Needs in 2023 

6 Techniques for Excellently Mentoring New Hires 

These six tips will help you create the best experience for your recruits and will ensure they feel welcomed and supported at your organization. 

1. Set Clear Expectations 

When onboarding a new employee, be sure to clearly define your expectations. A lack of clarity about where their responsibilities or performance is concerned may lead to reduced output and productivity from your new hire. Therefore, it is important to set clear boundaries with your new hire and state precisely what kinds of things will be required of them, including not just job responsibilities but behavioral etiquette.  

A great way to do this is to go over their job descriptions with them and reiterate what their role entails. This will help set a precedent for their behavior, and ensure they’re properly aligned with their role. This will also help you establish a template that can be referenced in the future if constructive feedback or performance reviews are needed. 

2. Provide Comprehensive Training 

Many new employees feel undertrained and under-equipped after they’ve been onboarded into a new organization. This is not good news for employers, as up to 80 percent of employees who have been onboarded poorly plan to quit their jobs.⁵ 

Training your new hires properly sets them up for success in their new roles, as they will gain the technical and soft skills needed to excel in their position. This acquired knowledge builds confidence in your new hires, helps them feel certain of their abilities, and empowers them to carry out their roles with competence. Training doesn’t always have to be about technical skills and can even be a workshop discussing company culture and the company’s vision and mission. This helps your new hires adapt to their work environment better. 

Related: 5 Traits That Indicate a Motivated Employee 

3. Maximize the Power of Peer-to-Peer Mentorship 

Assigning a new hire with a personal guide in the form of a mentor is an effective strategy to bridge their knowledge gap more quickly and can also boost their morale. New hires will feel less anxious in their roles with hands-on personal training from a more experienced member of the same workforce.  

A mentor can also facilitate the integration of your new hires with the rest of your staff more swiftly by introducing them to valuable connections and helping them build relationships with colleagues who might otherwise remain strangers. Overall, the impact of a great mentor on your new hires cannot be overstated. 

4. Offer Regular Feedback and Support 

Sometimes, being integrated into a new workforce doesn’t go so smoothly, and it can be a bit difficult for your new hire to become accustomed to the way things run in your company. This is why continuous constructive feedback is important for them. You can re-clarify expectations, letting them know where they’re getting things right or wrong.  

You can also provide insight into areas where they can improve their performance and useful tips to help them do so. This technique also allows you to nip potential problems with behavior or performance in the bud before they become bigger issues that are more difficult to address. 

5. Encourage Integration and Engagement 

A simple team-building exercise can go a long way in helping your new hires break the ice with their colleagues and build connections with them. A great way to help lessen the steep acclimatization slope for your new employee is to continuously create opportunities for team bonding and collaboration. It improves communication between your staff, boosts employee morale, creates a great atmosphere for building casual work relationships, and is just a nice way to have some fun. 

6. Evaluate Your Onboarding Practices 

It is important to keep reevaluating your onboarding process, to keep up with the times, and to ensure your practices stay relevant. It allows you to discover what parts of your onboarding practices are inefficient and what parts have the most impact on your new hires. This helps you improve your process and generally create a better experience for your fresh recruits. 

ELEVATE YOUR HIRING PROCESS WITH THE HELP OF SPECTRA360 

At Spectra360, we understand the critical role that effective onboarding plays in retaining top talent and fostering a productive, engaged workforce. Our comprehensive staffing solutions are designed to streamline your hiring process, ensuring that each new hire is met with a tailored, memorable onboarding experience that not only aligns with your company’s values and culture but also sets the stage for long-term success within your organization. By partnering with us, you’re not just filling positions- you’re investing in a robust onboarding strategy that reduces turnover, saves on hiring costs, and builds a stronger, more cohesive team. 

Our services extend beyond conventional staffing, offering Temp-to-Hire, Direct Hire, and Executive Search, ensuring that regardless of your hiring needs, we have solutions tailor-made for your business. Contact us today and take the first step towards transforming your hiring process and see the positive impact on your organization’s growth and success. 

References 

1 “Qualtrics Announces Top Employee Trends for 2024.” PR Newswire, 25 October 2023, www.prnewswire.com/news-releases/qualtrics-announces-top-employee-trends-for-2024-301966899.html

2 Brandon Rigoni and Bailey Nelson, “Many Millennials are Job Hoppers, But Not All.”, Gallup, 9 August 2016, www.gallup.com/workplace/236294/millennials-job-hoppers-not.aspx?g_source=link_NEWSV9&g_medium=TOPIC&g_campaign=item_&g_content=Many%2520Millennials%2520Are%2520Job-Hoppers%2520–%2520But%2520Not%2520All

3 Danielle Cronquist, “19 HR and Employee Engagement Statistics You Need to Know.” BambooHR, 28 March 2023, www.bamboohr.com/blog/employee-engagement-statistics

4 “Thirty-six percent of Employers Lack a Structured Onboarding Process for New Employees, According to New CareerBuilder Survey.” CareerBuilder, 11 May 2017, press.careerbuilder.com/2017-05-11-Thirty-Six-Percent-of-Employers-Lack-a-Structured-Onboarding-Process-for-New-Employees-According-to-New-CareerBuilder-Survey

5 Orianna Rose Royle, “80% of new hires who receive poor onboarding plan to quit—especially if they’re remote workers.”, Yahoo! Finance, 15 March 2023, finance.yahoo.com/news/80-hires-receive-poor-onboarding-123645510.html

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