Don’t you think you’d get better results in terms of their engagement with the role and the company and their productivity and performance levels which will result in a positive contribution to the business?

It’s about giving every new staff member the best possible chance of succeeding and becoming a high-performing employee as quickly as possible – no matter their level in the organisation.

Just as F1 champions demonstrate unwavering discipline and focus, determination to push the limits, courage to take risks, and a burning desire and strong ambition not just to succeed but win – it is the same goal of virtually every business leader.

And every business leader strives to have a workforce of high-performing individuals, but they are often tough to find. Once onboard, you need a strong retention program in place. Employers who want to build a ‘winning’ team must consistently and successfully engage, retain and attract high-performing talent.

Before looking at potential new hires, do your research and plan for the talent you need in the short and long term. Determine what attributes your employees require to achieve your team and company goals best. Ensure you have a strong employer brand and can effectively ‘sell’ your employee value proposition to current and potential employees. You want to build a strong connection with people suited to your organisation.

We call it having the right job, boss and company fit. Knowing exactly what you’re looking for in each role, Randstad’s methodology guides employers in making the best possible hiring choice.

Choosing employees who have the right skills, expertise and knowledge for the job and the right attitude, values and goals aligned with the boss, team and organisation.

onboarding is critical for success

Once selected, recruiting, inducting and successfully onboarding these valuable new resources is critical. Business leaders have a pivotal role to play here. The success of this process is fundamental to producing high performers and retaining top talent for the future.

A good onboarding process is not a one-size-fits-all approach for all employees. It’s a program that needs care and attention to ensure all the necessary information is shared, the right questions are asked, and all relevant support is offered so they can adjust, learn, and perform at their best in the shortest possible timeframes.

The nature and length of induction depend on the job's complexity, the type of organisation, and the new employee's background.

However, the first few weeks in a job are vital for creating a good impression and cementing solid relationships, which will lead to better retention. This is your chance to shine as an employer and leader in the industry and gain the trust and respect that will work to your benefit in the future.

A positive experience during the first few weeks of employment confirms the employee has made the right choice.

Similarly, a negative experience could mean losing a recruit within the first six months, with an average cost to the business of 150% of their salary when considering all the financial and non-financial costs.

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