As new graduates enter the workforce, employers may need to adjust their engagement strategies.
ADP’s Amy Freshman shares 3 tips to help employers create stronger experiences for new grads starting their professional journeys.
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Video Transcript:
Amy Freshman
For grads and younger workers. Onboarding is critical, not just to ensure your workers get off to a good start, but it's the baseline for their experience at your organization. As a leader, you are the grads guide into the working world and the onboarding experience sets the tone. If you're not thinking about it, the data indicates you should be.
Our data shows the more formal the onboarding, the more likely workers are retained. It's important to think of onboarding in its broadest of perspectives. So this includes everything from pre-boarding how you show up on the job posting board that first interaction, the candidate experience pre start and of course day one and the first 30, 60, 90 days. Some say onboarding is a full year or more. Think high touch organized and proactive. Think of this as a human experience.
Whether you have a formal check in process or platform or not, it's important to engage with your workers. Ask the question what did you love about your job this week? Ongoing engagement check ins. They don't wait till the end of the quarter or worse than that, at the end of the year. To ask early and often, how's it going? How are you feeling? What can I do as your leader to support you? Further engagement activity might include a six month or one year stay interview.
So picture this. Think about your new hires sitting around their holiday table and one of their relatives asks the question, how's your new job? What do you want them to say? What do you expect that they would say? Use that information to back into what the experience should look like. Collect feedback along the way so you can continue to adjust as needed. Ultimately, this answer is going to be a people story. It always comes back to your people, your culture.
