Hi, my name is Cory Minter and I’m with Trinity employment specialists and we are a staffing organization. That’s located here in Tulsa, Oklahoma. We staff literally all over the nation, um, with travel nursing all over the nation, um, medical staffing, um, locally in different, uh, lo local groups or in this area and this region actually. And then, uh, in finance and accounting, these are some of the areas that we specialize in and the title of this videocast, our five employee onboarding statistics that you really need to know in 2020. Let me tell you why. Um, we just had the largest layoff, furlough, terminations of employees that, that we’ve ever had that I can ever remember. And so in the month of March, April, and may, we lost roughly, we had 30 million people begin to file for unemployment benefits. Um, it’s going to be interesting what that does to our economy actually later on because of the unemployment that we, that we funded and stuff there with us for your Tulsa Staffing needs.
But, um, it’s re we’re now going to have employers begin to, uh, hire people back and bring and bring maybe even new people on. And it’s going to be really important to make sure that you onboard them properly because I’m telling you, there are a lot of staff changes right now. What’s really weird is it’s tough. It’s still tough to get people willing to go back to work. I just had a conversation with a manager yesterday. That’s hiring us because they’re like, we’ve never had a problem. Recruiting people. We’ve always had the ability to get people to go to work with us for the top Tulsa Staffing services. Well, now we have more people unemployed than ever in our S in our state’s history and our nation’s history for that matter. And we’re really struggling to get people to come back to work. And so they’re, they’re hiring us as a staffing firm to use the sheer volume of our recruiting that we do to try to bring people in.
But when they bring people in, because of that one, it’s difficult to get them to go to work, too. There’s so much shifting go around. There’s a lot of job opportunities bouncing back and forth. Well, guess what? It’s going to be a really important thing to hold on to the employees that you get. I promise you, I promise you. I promise you. It doesn’t feel like it now because we, if, if you go by the way you feel right now, I feel like we are not doing enough business because of this COVID thing. I feel this way. However, I’m telling you, this is getting ready to change, and this is going to be a market and you better learn how to hire good people and be able to retain them is going to be the more, the most important part, because the cost of turnover is extraordinarily high.
And I’ll do another videocast at probably next week, just on the cost it’s way larger than what you would think. So that was a long enough intro. Let me get into some of these statistics that are really important for you to know after this COVID thing here in 2020, number one, um, organizations with strong onboarding processes, improve new hire retention by 82%, and productivity over 70%. That is a statistic by Glassdoor. So whenever you bring on a new employee, their first few days matter, it matters a lot. And we’ve always heard this saying that you never get a second chance to make a first impression. Well, this is the case with employees. They may decisions based on how they value your company, their belief system, about your company, the belief system that they have about the employees that are around there. They’re going to be saying the same thing that we meet and get the best Tulsa Staffing.
We say, when we meet anybody, one knew it well, is this person good for me? Yes, no. Or maybe, okay, they’re doing this and they’re going to do it in the first day or two. Now, this is what happens in most small businesses. And unfortunately, a lot, a lot of really strong business, big businesses. The manager is busy. The supervisor’s busy, a lot was going on. That’s the reason why they’re hiring someone is that they needed someone to come in and, and help out in a certain area. Um, and so it just, it gets dropped and there, they throw them into the job. And they’re like, kind of good luck. And right now is not a time where you can do that because they’re going to be a lot of opportunities that are going to be presented to a good employee. And they’re going to have a lot of options.
And the turnover is going to cost you way more than four or five hours, or, you know, a couple of hours a day for the first two weeks of just truly training this person, onboarding them, getting them used to the staff, um, introducing them to the right staff, what everybody does. So if they need something from our Tulsa Staffing service, they know who to go to, how the system works. Every company has a system. We have an applicant tracking at Trinity, but everyone has some kind of intranet or, um, or, uh, uh, piece of software that helps the company function, introducing them to this and letting them know how it works and not having to figure everything out on your own. Unfortunately, most companies that are their onboarding system, um, and, they’re not really intrinsic about the impact that they’re having on their new employees coming in. So I’ve said enough about that.
Let’s move to the second one. 58% of organizations say their onboarding program is focused on processes and paperwork. And I also want to read to you another statistic. Uh, the source for that first statistic is HCI. And it’s no surprise that only 12% of employees think that their organization does a great job with onboarding when more than half of their focus is on processes and paperwork. Here’s the thing. Yes, you’ve got, it’s mandatory that you get the processes and paperwork completed. I get that. You got to do that anyway, but ask yourself, this is that really? What matters to people? Let me just give you an example for me. I hate doing that paperwork. It’s frustration and I can’t wait to get it over with so I can get to the thing I’m supposed to be doing. Okay. Listen, everyone else is the same way.
They don’t like doing that paperwork. That’s not what matters to them. That’s not what makes them feel comfortable. That’s not what makes them feel like this is a good place. Um, and unfortunately feelings are a big piece of it. And it’s the biggest piece. In the first week of using our Tulsa Staffing, you’ve got to get people to go to feel like, think like have a belief system in the company of this is a good place for me. And I’m excited to be here. Not, I don’t think anybody likes me because no one said anything to me. It’s not, it’s not a good move. Uh, statistic number three. Um, this is from digitating, um, employees who had a negative new hire onboarding experience are twice as likely to look for new opportunities in the future. Maybe even in the first couple of weeks, I’m telling you, man, people make judgments. And if they feel like it’s their, their job security or their contentment is being, uh, you know, hindered in any way, they’ll begin looking for a new job, especially in the millennial, um, uh, age groups. Um, they’re, they’re, I can’t remember the exact statistic, but it’s more than half are likely to leave a job before other generations. And so, um, because they’re the largest age group right now in, in the employment sector, you better start taking care of that.
Statistic here. The average new hire has 54 activities to complete during their own board ex uh, onboarding experience. And the source for this as sapling is an organization that, uh, helps large companies build an onboarding process. So you’ve got 54 activities that you need to complete. Um, a big majority of them are going to be paperwork. Okay. You better be having someone walk them through this and not just have a cold shoulder because they’re busy with the best Tulsa Staffing by far. If you get busy, um, that might be the most expensive few first hours that you pay for because you didn’t assign someone to take care of someone I’ve got, I’ve got a list that we’ll go over in another videocast on some really great things that you can do to onboard employees. If Trinity can help you in any way, give us a call at (918) 622-2588. We are a great staffing organization that can help you, uh, retain and acquire players. Give us a call.