HR Onboarding New Employees and Why New Starters Over 30 Leave

New Starters

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

HR Onboarding New Employees and Why New Starters Over 30 Leave

Onboarding new starters is key to preventing high early attrition rates. Whilst demographic differences are important to recruitment and retention because one size does not fit all staff.

This is true of employee engagement strategies and taking on new employees. Currently, the UK skills shortage makes it even more important to utilise exit data to lower employee turnover.

This research demonstrates the specific needs of onboarding new starters over 30. In 2014 great{with}talent researched 3172 new employees 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.

New Starters

New Starters Over 30 2014

Potential for progression through the organisation was listed by 69% of engaged employees as their top retention driver. ‘At Risk’ new employees also listed this as their top turnover driver (44%).

The pay and benefits package, however, came in at a close second (36%). See the top five reasons for low employee engagement among new starters (click the image for more).

Read: HR Onboarding New Employees and Why New Starters 30 and Under Leave.

New Starters

Staff Turnover Drivers for At Risk New Starters 2014

Employee Engagement Strategies

Compared with employees who are 30 and under potential for progression is less of a concern. Similarly pay and employee benefits alongside the nature of the work itself were less of an issue.

Whilst training and development didn’t even make the top five. This is opposed to a number four ranking (30%) for new starters 30 and under.

Equipped with this knowledge, organisations can save resources by catering to this group’s needs. Rather than spending unnecessarily on assumed needs.

Read: Why HR Doesn’t Understand the Real Reasons Employees Leave.

Whereas a work-life balance has increased in importance. These results show new starters over 30 benefit from employee engagement strategies around this issue.

An low cost example of this is flexible working. This trend sees employees of all ages expecting organisations to adapt and rely less on a nine to five workday.

Flexible working hours can benefit some companies directly, from news companies to international conglomerates. It can also be beneficial indirectly.

By offering more flexible working hours, employees feel more like individuals. When working hours can meet your staff’s needs, they come to work more relaxed and motivated. This is certainly something to consider across the board.

Onboarding New Employees

These solutions can begin during the onboarding process. By making new employees immediately aware of such benefits, their employee engagement will immediately be higher. Therefore, such employee engagement ideas can lower early attrition.

Moreover, inductions for new employees is an issue for new starters over 30. Whereas, previously it was not a top priority in the other age range.

New employees over 30 listed the match between their expectations (26%) as a key reason to be at risk of early attrition. This shows a significant shift in priorities.

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

In addition to a thorough employee induction new employees can be swiftly onboarded. Whilst tailored employee engagement solutions will also lower staff turnover among new starters, improve productivity and ultimately save resources.

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


(Main image from Customer Service Experts)

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