Onboarding a new technician: the first 90 days as an employer

After a long search you finally found that technician, and four months later the resignation letter is on the table. It happens to more technical employers than you'd think, and the cause is rarely the pay. A departure in the first year is almost always an onboarding problem.

Before the first working day

Nothing says 'we weren't really expecting you' as loudly as a missing badge, no workwear in the right size and a login that only works next week. Arrange the practicalities beforehand and send a short message in the week before the start with where, when and to whom to report. Small effort, big first impression.

The first weeks: mentor, plan and real work

Pair every new technician with an experienced mentor who is given time for it, and use a simple onboarding plan: which installations, which procedures, which trainings, in which order. And hand over real work under guidance quickly; someone who only shadows for weeks feels useless and checks out mentally.

Measure and adjust

Schedule fixed follow-up talks at the end of week one, month one and month three. Don't just ask how it's going, but also what surprised them and what remains unclear; that's where your improvements for the next hire sit. If you hire through us, we also call the candidate in that same period; signals the newcomer doesn't dare give internally still reach you that way.