Onboarding, or new employee orientation, or whatever you call the process of getting a new employee set up and prepared to start work, is a critical component of the hiring process. 

The problem is that most companies start engaging their new employees on their first day instead of working with them from the time they accept a job offer.

In fact, that’s something most companies are missing: The sooner they get involved with their new employee and start working with them to provide early training, even before the new hire sets foot on the manufacturing floor, the better prepared that employee will be, not just for the job but for long-term success. 

The manufacturing industry is one that is experiencing a high rate of turnover as employees either burn out, lose interest, or get lured away by a competitor. But it might be that the employee feels they were thrown into the job without the proper safety training, job training, or other education and information provided before they start. 

As soon as a new hire accepts a job offer, the conversations should start. Understanding and respecting, of course, that the new hire might still have responsibilities to their current job and that they’re not “on the clock” just yet, make sure your HR department is in touch to provide some basic information for the employee to review when they have time. Include some important documents like safety details, a list of any special equipment they might need to have on day one (including steel-toed shoes, for example), an outline of what their training will entail and how long it will take, and provide the opportunity for the new hire to ask any questions they might have before they start. 

Employees who feel prepared will feel safer, more confident and might even decide early on that this is a place where they want to work for a number of years, compared to someone who feels like their training was a burden on someone else and that this is a job they’ll keep until they find something better. 

Investing in solid onboarding practices, and taking the time to make sure your new hire is well trained and prepared, is something that can be easily overlooked or excused away, but it might make all the difference. By some estimates, it costs up to $1,000 to hire and train a new employee; consider a robust onboarding process that starts as soon as the job is accepted as an investment in your employee as much as it is an investment in your company. 


If you’re looking to add a bright and talented new employee to your team but need help finding just the right person, call Davis Staffing. We have outstanding, qualified candidates with just the skills you’re looking for, and they’re eager to get started right away. Call Davis Staffing today, and let’s help you find a great new hire!