Why the First 90 Days Matter in Any Role.

As we navigate our careers, whether we’re stepping into a new position ourselves or supporting someone else through their onboarding process, the first 90 days in a role can be pivotal. This initial period can set the tone for long-term success and significantly impact the trajectory of both individual and team performance. Understanding this critical phase is especially important for those of us in recruitment, as we play a vital role in helping candidates and organisations make the most of this transitional time. Here’s why focusing on these early days makes all the difference:

1. Build Relationships with Key Stakeholders

One of the most valuable things you can do in your first 90 days is to build relationships. Establishing trust and strong connections with your colleagues, managers, and other stakeholders lays a solid foundation for future collaboration. As recruiters, we should emphasize to candidates the importance of networking and relationship-building from day one. Encourage them to reach out, introduce themselves, and engage with their teams. These relationships will not only help new hires feel more integrated into the team but will also create a supportive network they can rely on as they move forward in their roles.

2. Establish Clear Goals and Expectations

Aligning with your manager and team early on is crucial. Setting clear goals and expectations ensures that everyone is on the same page and working toward the same outcomes. For recruiters, this means facilitating open discussions about objectives between hiring managers and new employees. It’s essential for new hires to understand how their goals fit into the larger organisational strategy. Encourage candidates to ask questions and clarify their responsibilities, so they can effectively prioritize their efforts right from the start.

3. Identify Quick Wins

The first few months in a new role are an excellent opportunity to identify quick wins. Achieving early successes—whether it’s completing a project, improving a process, or resolving an issue—can significantly boost confidence and build momentum. For recruiters, guiding candidates to recognize and pursue these quick wins is vital. Encourage them to focus on low-hanging fruit that demonstrates their capabilities and provides immediate value to their team. Celebrating these early accomplishments not only validates their skills but also reinforces their decision to join the organisation.

4. Embrace Feedback

Being open to feedback is essential during this period. It’s important for new hires to seek input from colleagues and supervisors, as constructive feedback can provide valuable insights into how they can improve and adjust their approach. As recruiters, we should coach candidates on how to solicit and embrace feedback effectively. This includes fostering a mindset that views feedback as a tool for growth rather than criticism. Encourage new employees to take notes during feedback sessions and to actively implement suggestions in their work. This approach not only accelerates their learning curve but also demonstrates their commitment to excellence.

5. Foster a Culture of Continuous Learning

Lastly, the first 90 days should be seen as the beginning of a broader commitment to continuous learning. New hires should be encouraged to seek out resources, attend training sessions, and engage in professional development opportunities. For recruiters, this means connecting candidates with mentorship programs, workshops, or relevant online courses that can enhance their skills and knowledge. By emphasizing the importance of ongoing learning, you help new employees adapt more quickly to their roles and contribute more effectively to the organisation.

Taking a thoughtful approach to the first 90 days can make the difference between simply "fitting in" and truly thriving in a new role. The steps new hires take during this period can influence not just their immediate success but also their long-term career trajectory.

As recruiters, we play a crucial role in preparing candidates for this journey. By emphasizing relationship-building, goal-setting, quick wins, feedback, and continuous learning, we can help ensure that new employees start strong and set themselves up for success.

Stay tuned for more insights and predictions on the future of talent acquisition in our upcoming newsletters.

Warm regards,