These charts show whether the employee expectations of new starters 30 or under are being met. This includes job expectations, company expectations, employee inductions and the recruitment process.

Meeting New Employee Expectations of Staff 30 and Under

Setting and matching new employee expectations are key to onboarding new hires. Not meeting these views can lead to low employee engagement which in turn effects productivity and customer service.

Moreover, by immediately disappointing new starters this can lead to high early attrition rates. This incurs costs in recruitment, training and development plus any loss from low productivity.

great{with}talent has conducted research on 3,481 people 30 and under who joined an organisation in the last 12 months. The below charts show which pre-joining employee expectations have been met. This includes their experience of the recruitment process, employee induction, job and organisation. (Click the images for more information.)

The Recruitment Process

Compared with the overall employee research, far fewer of those 30 and under experience a poor recruitment process (1.7%). Whereas, only slightly more encountered an excellent one (27.2%).

Similarly to the majority of participants, generation Y employees mostly recorded a good recruitment process (56.2%). These results are positive for those recruiting 30 and unders.

By tweaking the recruitment process employers can increase employee engagement from the beginning. This would allow them to make the most of their investment in recruitment.

Read: Be Honest with Potential Employees.

New Employee Induction

Again, fewer new starters 30 and under stated they had a poor employee induction (3.9%). Whilst more enjoyed an excellent experience (25.3%).

These results may show that younger new hires have new employee inductions tailored to their needs. Alternatively, they may have lower standards when it comes to both the recruitment process and onboarding.

Either way, it’s important for organisations to implement an onboarding checklist as it’s clear there’s still room for improvement. Early employee engagement surveys can also provide feedback on both these operations.

Read research: New Employee Onboarding in 2014.

Company Expectations

Compared to this overall group fewer new starters 30 and under had no company expectations (3.8%). Additionally, more had a very close fit (33.4%) with their expectations with little difference.

Once again, most participants reported having a close fit (42.1%) with their initial perception of the organisation. Yet, there are many who noted an OK (18.4%) and even a poor fit (2.4%).

As these are now new employees this can set the tone for their level of staff engagement. It’s a good idea to start on the right foot to increase speed to performance.

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

Job Expectations

Unfortunately, fewer members of this group found a very close fit (25%) between their job expectations and reality. Meanwhile, slightly more had a close fit (43.8%).

These results may account for new hires who have not worked in a similar role previous to this new employment. This suggests that a more thorough discussion needs to take place about the role.

It’s a good idea to have this conversation during the recruitment process with a candid discussion. Alternatively, it can take place during the onboarding one-to-one.

It’s clear that not all gen-Y employees’ needs are being met to meet their employee expectations. In order to begin with a high level of staff engagement these needs have to be met.

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

[youtube http://www.youtube.com/watch?v=4rlwqY3BNeA]

(Main image from Danielle Wallace)