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“You never get a second chance to make a first impression.”  ~Unknown

Studies indicate that new hires who undergo a well-structured on-boarding program are 69% more likely to remain at their new company for more than two years. How does your on-boarding program rate?

Starting a new job can fill a candidate with anticipation, excitement and anxiety. Research has revealed that the trajectory of a new employee’s success is determined as early as the first two weeks of employment. It stands to reason then, that a successful on-boarding program has the potential to be the ultimate make-or-break point for a firm’s hiring process and future growth.

Here are 7 simple steps to help ensure a successful on-boarding process:

Step 1 – Create an on-boarding schedule. The schedule should outline events such as training and orientation, as well as expectations for the first 90 days. The schedule should also indicate the frequency of status meetings and should be shared with all relevant managers in order for everyone to be involved and in the loop. It is recommended that the schedule be loaded onto the employee’s calendar in advance of their arrival to receive timely notifications regarding any planned meetings.

Step 2 – Create an on-boarding training program. Failure to incorporate training into an on-boarding program can lead to a loss of up to 60% of all new hires according to CareerBuilder. While the importance of training is more obvious for new hires that may come from other industries, even industry veterans can benefit from a strong training program which can provide organization-specific information such as the preferred best practices.

Step 3 – Create and send a welcome packet. The welcome packet should include when, where, and what time to arrive on the first day of employment, parking information, a parking pass if needed, and who to report to upon arrival. It can also include information regarding the office dress code. While many firms simply state business casual, examples such as dress pants with a button-down dress shirt can aid in clarifying any ambiguity.

Step 4 – Set up their workspace. Place essential items such as pens, paper, contact lists and company forms in the new employee’s desk, so that they may arrange it and begin to feel settled. Their computer should also be set-up with a log-in, if required, and any pertinent software programs. If possible, set up the employee’s email in advance, and include an email signature that they may use. A general voicemail greeting can be recorded on their phone, with instructions provided for how to customize it.

Step 5 – Welcome them to the team. When your new hire arrives for their first day, have all personnel sign a card welcoming the new hire to the team. If the organization is particularly large, a welcome card from their new department team and supervisors may be more suitable. Have a veteran team member offer to provide a tour that will point out important areas such as restrooms, the break room, conference rooms, supply storage, and other areas pertinent to the new hire’s position.

Step 6 – Assign a mentor. The mentor should be someone who has been with the organization long enough to be able to answer any questions, and compliment the personality of the new employee. In addition to the new hire’s direct supervisor and colleagues, the mentor will serve as a guide when an issue or question is raised. While the on-boarding process is generally completed in 90 days, the mentor can continue to serve as a resource for months, and even years later, creating a lasting relationship.

Step 7 – Assist in making human connections. Transitions are difficult. When a new hire leaves their previous organization, they also leave their work family and support network. That vague empty feeling between a resignation and a new position can also lead to a candidate having “buyer’s remorse.” During this time, when a candidate is especially vulnerable to counter offers, it is essential for a new employer to reach out and stay connected. Consider scheduling lunches with different groups within the organization before the official start date. This will help to foster a sense of community and belonging before a new employee even begins.

It is estimated that 35% of firms lack any sort of on-boarding process altogether. The most important thing to remember when creating an on-boarding program is that the first day on the job should be special for the new employee. Consistent implementation of both the major and minor aspects of the program is key to its success. Once you have successfully created an on-boarding program, monitor it over time; and don’t be afraid to make changes when necessary. In today’s competitive market for top-performers, a comprehensive on-boarding program can mean the difference between success and failure. Following these 7 simple steps can give you a head start in ensuring that your on-boarding program is successful.