This article was written by Josh Hancey, Safety Director at Helpside.
A recent analysis of injury data across Helpside’s client base revealed a serious and consistent trend: nearly 50% of all reported workplace injuries involve employees who have been on the job for one year or less. That stat isn’t just alarming—it’s actionable. New hires are significantly more likely to get hurt on the job, and their injuries often carry a disproportionate share of total claim costs.
So what’s the solution? Preventing new hire injuries starts well before their first shift and continues throughout their early months on the job. Here’s how employers can take action:
It Starts with Hiring
Companies with strong hiring practices tend to see fewer injuries. Why? Because they screen for more than just technical skills—they look for safety awareness, personal accountability, communication, and the ability to follow procedures under pressure. Hiring managers should look for qualities like situational awareness, willingness to speak up, attention to detail, and good judgment under stress.
Ask candidates questions that reveal their approach to safety, such as:
• “Tell me about a time you stopped work because something didn’t feel safe.”
• “How do you handle it when someone else isn’t following safety rules?”
• “Have you ever had to choose between speed and safety? What did you do?”
• “What would you do if your supervisor gave you instructions that felt unsafe?”
Listen closely for red flags like avoidance, blame-shifting, or vague responses. Prioritize candidates who show ownership, self-control, and the belief that safety is part of the job—not separate from it. Be transparent about your expectations from the start. Let candidates know what the physical and environmental demands of the job look like, and offer realistic previews so they understand what they’re walking into.
Onboard Like You Mean It
A quick orientation and a stack of forms won’t prevent injuries. Your onboarding process sets the tone for everything that follows. Make it practical. Make it memorable. Make it matter.
A solid onboarding program should include job-specific, hands-on safety training; site-specific walkthroughs pointing out real hazards and control measures; clear guidance on how, when, and who to report to; and basic compliance training such as PPE, HAZCOM, and ergonomics. Safety shouldn’t be treated as just another training module—it should be woven into every part of onboarding.
Use Senior Employees as Mentors
Nothing beats experience. Pairing a new hire with a reliable, safety-minded veteran can help bridge the gap between policy and real-world practice. For most roles, a 30 to 60-day mentoring period gives new employees time to absorb expectations, develop safe habits, and ask critical questions. That timeline can and should be adjusted based on the complexity and risk level of the job. In higher-hazard environments, extended mentorship may be necessary to ensure employees are fully competent and confident before working independently.
Mentors can help new employees learn by example, pick up safe habits early, feel confident asking questions, and understand the company’s unwritten norms—how things are really done. Give mentors a simple checklist, a clear timeline, and the authority to say, “Hold up, let’s do that the right way.”
The numbers don’t lie: nearly half of all injuries happen within an employee’s first year. But this isn’t just a safety problem—it’s a leadership opportunity. By tightening up your hiring, onboarding, and mentoring processes, you don’t just reduce claims. You increase retention, boost morale, and build a stronger, safer workplace culture.
Helpside Can Help
Helpside works with businesses to create customized onboarding and training programs tailored to your industry, work environment, and risk profile. These solutions are designed to reduce injuries, improve employee retention, and support OSHA compliance more effectively.
We offer a wide range of services, including:
• Development of written safety policies and procedures
• Creation of in-person and online training programs
• Support with policy and procedure acknowledgments
• Design of formal onboarding checklists and workflows
• Implementation of mentorship frameworks for new hires
• Guidance on safety culture integration and communication strategies
• Assistance with regulatory compliance documentation
• Help tailoring onboarding by job type, risk level, or department
Whether you’re starting from scratch or fine-tuning an existing program, Helpside has the tools and expertise to support your safety and compliance goals.
Contact Josh Hancey, Safety Director at Helpside, at jhancey@helpside.com to learn more or get started.