Staffing and recruiting is costly and time consuming, but it has to be done. However, the frequency can be reduced by taking a few small but necessary steps toward employee retention. The first three to six months are crucial for new hires, as this is when they decide whether or not they will stay with your organization. Although most companies have orientations and trainings in place, many are designed to be short and sweet, or they place too much emphasis on paperwork and not enough on new hire satisfaction. Read on to find out tips for making new hire on-boarding a more positive and rewarding experience.

1. Hold an open discussion about the new hire’s concerns

Starting a new job with a new company is exciting but nerve-racking for new hires. They made it through the interview process and were offered the job, but now what? New employees have no way of knowing what’s to come unless they are told, and it’s important to spend the time walking them through the process because it will help to ease their fear and anxiety. One way to do this is simply to ask – what are they worried about, what concerns might they have about their new role. Addressing these issues up front will show your new hire that you care about his or her satisfaction and will give a better idea of what to expect on the first day and throughout the initial orientation period. This will also help you to establish a connection, making your new employee feel comfortable and confident about the decision to accept the job.

2. Stay in touch up until the employee’s first day and provide thorough materials

After you and your new employee have discussed any lingering concerns, it is important to keep the positive experience going. Depending on the length of your orientation and training period, there may be some down time between your initial interactions with the hire and his or her actual start date. Just as it is critical to keep top candidates warm during the interview process, you must do the same for your hires during orientation. Prior to their first day on the job, new hires should be sent an e-mail welcoming them to the team and outlining what they will be doing on the first day. By providing a structured schedule, new hires will be able to come prepared and with less apprehension. Additionally, a new hire checklist that includes information on dress code, parking, passwords and more should be distributed along with an employee manual that outlines the company, job duties, benefits, etc…

3. Let current team members know when the new hire is starting

Walking in the door on your first day of work can be intimidating – you don’t know anyone, where to go, what to do. As a manager, letting your current team members know when a new employee is starting can encourage friendly interaction and introductions that will make your new hire feel at home. Involving your current employees and new hires in team building activities will also make the transition fun and beneficial for everyone.

4. Assign a mentor

While it is necessary for the manager to walk new employees through preparation and paperwork, assigning a mentor for each new hire is advantageous for several reasons. First, a mentor is able to provide hands-on training and practice in a way that management would not have the ability to do. The mentor can show your new employee around and answer any questions about the position, organization or process. Having a personal connection to a fellow employee will also make the new hire more comfortable, as he or she has at least one friend in the organization that can provide support and guidance. A peer mentor also alleviates pressure on the manager to work one-on-one with new hires while still trying to oversee the rest of the team.

5. Follow up

The first 30 days of employment can be very telling as to whether or not your new hires are fitting in and adjusting to company culture. It is crucial for managers and HR professionals to follow up with new hires to make sure they feel they’re prepared to move forward in the role. Additionally, asking for candid feedback on the orientation and training process will be beneficial for determining how to handle future hiring cycles.

Whether you decide to implement some or all of these steps, the key factor to keep in mind is your new hire’s level of comfort. The more secure new employees feel, the more likely they are to stick around and become top performers. Improving the on-boarding process now will save you time and money in the long run because current employees will have job satisfaction, and you won’t have to recruit for replacements.