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

Meeting New Employee Expectations of Staff Over 30

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 3,172 people over 30 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

Fewer new employees over 30 had an excellent experience (25.7) of the recruitment process compared to the overall group (26.4%). Similarly, even less had a good experience (50.9%).

As a result, those over 30 recorded more good (20.1%) recruitment sessions. Likewise, a greater number had a poor one (3.3%).

New Employee Induction

Again, fewer staff over 30 had an excellent (18.8%) and good (47.3%) new employee induction. Whilst more had an OK (26.1%) and poor (7.8%) one.

This shows that more experienced employees have greater needs when it comes to new employee orientation. It’s therefore key to have an effective onboarding checklist to avoid early attrition.

Company Expectations

Compared to this overall group fewer new starters over 30 had a very close fit (31.4%) between their organisation expectations and reality. Additionally, a smaller amount had a close fit (39.1%).

As a consequence more had an OK (20.7%) and poor (3.6%) fit. Alike, more had no prior company expectations (5.2%).

Job Expectations

Conversely, more new employees over 30 had a very close fit (28.2%) between job expectations and reality. Yet, fewer had a close fit (38.3%).

Less new starters again experienced an OK fit (24.5%). Whereas more had a poor fit (5.8%) no job expectations (3.2%).

These results show that the recruitment process, new employee inductions and new employee expectations vary a great deal. This suggests that employee engagement initiatives need to be implemented earlier.

One way to do this during the recruitment process is to be honest with potential employees. Alternatively, it can take place during the onboarding one-to-one.

This can set the standard for new employee expectations whilst improving recruitment and onboarding. Whereas, early employee engagement surveys can help tailor processes to the needs of staff.

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 Smart Blogs)