Did you know that entry level positions had the highest staff turnover rate in 2022 at 35% (HR Review 2023), with many new recruits determining their job commitment within the first six months of employment? The factors influencing this are diverse, however effective onboarding plays a fundamental part in the engagement process.
Why the First Few Weeks Matter
Research emphasises the importance of a warm reception and recognition of new employees. A past survey by The Apprentice Academy found that apprentices contributed significant value in just eight weeks. We referred to this as the “Magic 8 Weeks” if employees were onboarded well.
Successful onboarding supports the integration into company culture and quicker productivity. The shared goal should be to create a comfortable environment where apprentices are motivated and aligned with the company’s ethos. This leads to heightened engagement and commitment. This is especially important if workers spend large amounts of time working alone in remote settings.
The Cost of Getting Onboarding Wrong
Recruitment is a costly exercise for businesses. Successful onboarding is pivotal to long term success and retention. According to HR Review (2023), it costs a business 34.5% of an employee’s salary just to find and hire a new employee. Commencing apprenticeships with a supportive environment not only sets a positive tone, but is essential to financial prosperity.
What Good Onboarding Looks Like
A proactive welcome process should begin from the first day, with frequent contact, clear goals, and role expectations, which helps to give apprentices a sense of purpose:
- Pre-boarding contact before day one: send a welcome message, confirm logistics, and share any reading or resources in advance so the apprentice arrives feeling prepared rather than anxious. This is also a good opportunity to share details of the apprenticeship they will be studying alongside their job.
- A structured first-week plan, with clear activities planned for each day. This would mean there are no long periods where a new starter is left unsure what to do next.
- A named buddy or mentor who isn’t their direct line manager, giving the apprentice a safe person to ask questions without feeling judged.
- Defined role expectations and short-term goals from the outset. This will help the apprentice understand what success looks like in months one, two and three.
- Regular structured check-ins at weeks two and four, not just ad hoc conversations, to catch any early concerns.
The Apprentice Academy offers a wealth of experience in onboarding new learners through our workforce development services, particularly supporting younger learners who are new to the workplace. By offering these services over 90% of our apprentices have completed their programmes successfully and have secured long term permanent employment.
Contact us today to see how we can assist with the onboarding of new recruits and apprentices.