These charts show whether the employee expectations of female staff are being met. This includes job expectations, company expectations, employee inductions and the recruitment process.

Meeting New Employee Expectations of Female Staff

Setting and matching new employee expectations are key to onboarding new hires. Not meeting them can lead to low staff engagement which in turn effects productivity and customer service.

Moreover, by immediately disappointing new starters this can lead to high early attrition rates. This incurs costs in recruitment, training and development plus any loss from low productivity.

great{with}talent has conducted research on 3,469 female staff members who joined an organisation in the last 12 months. The below charts show which pre-joining employee expectations have been met. This includes their experience of the recruitment process, employee induction, job and organisation. (Click the images for more information.)

Read: HR Onboarding Best Practices for Female Employees 2014.

The Recruitment Process

Fewer new female employees had an excellent experience (26.5%) of the recruitment process compared to the overall group. Whilst, the majority had a good experience (51.3%).

Where as more rated the recruitment process as OK (18.5%) and significantly more had a poor experience (3.6%). This shows that female staff have a widely varied experience of female recruitment.

This is a concern as the recruitment process sets the tone for employee engagement in the future. Simply having a frank and honest conversation can improve these proceedings.

Read: Why Female Employees Leave and Staff Retention 2014.

New Employee Induction

Again, fewer female staff members had an excellent (22.2%) and good (47.9%) new employee induction. Whilst, more had an OK (23.7%) and poor (6.2%) one.

A poor new employee onboarding experience can slow the speed to performance of new hires. By improving this practice, staff can add value to the organisation sooner.

Read: Where Leaving Female Employees Go 2014.

Company Expectations

Slightly more female staff members reported a very close fit (32.9%) between their company expectations and reality. Whilst, fewer had a close (40.5%) and OK fit (18.5%) compared to the overall group.

Female employees were exactly average for experiencing poor fit (2.8%) between company expectations. Whereas, a larger amount had none (5.3%) prior to their new role.

Read: Employee Integration is the Key to High Staff Retention.

Job Expectations

Far fewer female employees had a very close fit (25.6%) between their job expectations and reality. Similarly, less had a close fit (41.3%).

Whereas, more female staff members had an OK fit (24.2%), poor fit (5.2%) and no job expectations (3.6%). This seems to be an on-going trend amongst female staff.

These results show that the recruitment process, new employee inductions and new employee expectations vary a great deal. This suggests that employee engagement initiatives need to be implemented earlier.

One way to have a smoother onboarding process is to immediately begin employee mentoring. Alike, a one-to-one with a senior member of staff can define employee expectations.

This can set the standard for new employee expectations whilst improving onboarding and staff engagement. Whereas, early employee engagement surveys can help tailor processes to the needs of staff.

Contact great{with}talent and increase “speed to performance” of new employees with their onboarding tool:

(Main image from The Linesch Firm)