I don’t know about you, but when I have guests in my home I clean more than usual and roll out the red carpet. Judith Martin, Miss Manners, would be proud! I make sure introductions are done, I take their coats and bags to the guest room, I show them around the house, I offer them food and drink, I cover instructions for the TV remote controls, and I make sure they are comfortable and feeling at ease. Ahead of their arrival, I learn what foods they like and how they like to spend their spare time, offering suggestions to ensure an enjoyable visit. I have a dear friend, Patricia, who is the most gracious and thoughtful hostess; I never want to leave her house! A new hire should have the same feelings and experiences.

You’ve gone through the interview process, narrowed it to two candidates and made your final offer to the one shining star who accepted the position and starts work on Monday. You’re so overjoyed, feeling relief to have this task behind you. And without another thought, you move on to the next project at hand.

What happens to the new hire?

I liken hiring a new employee to having a guest in your home. Do you have a plan for new hire? An onboarding process? Are you making the effort to help this new hire feel welcome, comfortable and wanting to stay? Monster.com reports 30% of external new hires turn over within the first two years of employment. Retention statistics from other organizations, including the society for Human Resources Management (SHRM), show that turnover can be as much as 50% in the first 18 months of employment. Your onboarding process is one key to making a successful hire.

Over the years, new hires have shared a similar story with us. Their first day on the job went something like this: “Here’s the employee lounge. Please complete this stack of hiring documents, bring them to me when you are done and I’ll direct you to your work station.” There were no introductions, no office tour . . . where’s the bathroom? They did not even hear a hello from the dentist—their employer—until half way through the day! This negative experience results in frustration for the new hire and odds are they now have one foot out the door. They will not stick around for long.

Onboarding is more than just new hire orientation — it’s a process. If you already have a plan in place, give it a good review and make improvements. If you don’t have a plan for onboarding, now is the time to create one. Below are some recommendations to help get you started.

Pre-Arrival – email hiring documents for completion, email office contacts list, assign a mentor.

Arrival – meeting with mentor, introductions to co-workers, office tour, policy and procedures manual, observation, arrange office welcome lunch.

First Week – review training, office policy and procedures.

First Month – review and clarify performance objectives and expectations.

We’re Having Company! Roll out the red carpet for new hires, welcome them with kindness, and help them to be comfortable in your dental office so much so they never want to leave!