David: Let’s go back to the aeroplane analogy (I feel like that’s working well!). When you’re on a plane, and you’re about to go through turbulence, and the pilot says, ‘Hey, we’re about to experience turbulence, please return to your seat and put your seatbelt on.’ People might still feel a little bit anxious, but the message from the captain really helps put people at ease, it’s much better than just experiencing the turbulence with no warning.
‘People might still feel a little bit anxious, but the message from the captain really helps put people at ease’
In this way, I’m a big fan of selling the vision and the mission and what we want to do as a business. In the interview process, I usually say, ‘here are all the reasons why Jolly is great. And also, here are some of the things that we’re not so great at,’ or ‘here are some of the things that I think you should be aware of in terms of the environment.’
People need to have the complete picture, nothing in life is all good or all bad. So having the full picture is really important.
Mapping the Experience
Second to that, it’s important to map out the onboarding experience, which means outlining the touchpoints you want to cover, which allows you to create a repeatable process.
There’s great technology available that can improve efficiencies and deliver a great candidate and onboarding experience. We use project management tools like, monday.com, which map out all the action items we want the new recruit to complete in the first 30 days.