HR Onboarding New Employees and Why New Starters 30 and Under Leave

Onboarding New Employees

New research about onboarding new employees shows the levels of staff engagement, leavers and those at risk. Find out the reasons new starters leave and problems those 30 and under have with the onboarding process.

HR Onboarding New Employees 30 and Under

Demographic differences are important to recruitment and retention because one size does not fit all staff. Especially not when it comes to employee engagement strategies. With a UK skills shortage, it’s even more important to focus on retention to make the most of investments in recruitment.

This research demonstrates the specific needs of onboarding new employees 30 and under. In 2014 great{with}talent researched 3481 new starters to test their staff engagement levels. This chart shows the number of new starters who are actively leaving, at risk and engaged.

Read: The Importance of Psychometric Tests in the OnBoarding Process.

Onboarding New Employees

New Starters 30 and Under 2014

Potential for progression through the organisation was listed by 80% of engaged employees as their top retention driver. ‘At Risk’ new employees also listed this as their top turnover driver (47%).

The pay and benefits package, however, came in at a close second (46%). See the top five reasons for low employee engagement among new starters (click the image for more):

Onboarding New Employees

Staff Turnover Drivers for At Risk New Employees 2014

In the onboarding process the most important point is to be honest with potential employees. By having a frank conversation about expectations, early attrition levels can be lowered.

It’s clear that new starters stay and leave for the same reason, progression. Though, organisations don’t need to spend considerable resources when it comes to Generation Y employees.

Read: Gen-Y Employees and Staff Engagement Strategy.

Progression for Gen-Y employees could simply involve giving them more responsibility, feedback and flexibility. By giving them more autonomy and learning points they can feel appreciated and a sense of forward motion.

If further training has also been put on hold, there’s always alternative options. For example, shadowing is a cost-effective way for employees to learn new skills. It can also benefit the company as they can assist more seasoned staff.

Contact great{with}talent and increase “speed to performance” of new starters with this onboarding tool.


(Main image from People Fluent)

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