- Many Employers and Recruiters complain that they don’t get enough high-quality candidates.
- Yet by the very nature of their processes and systems some are forcing potential job candidates to run in the other direction.
- If new-starters do get onboard they don’t feel valued and quickly leave.
So What Is Onboarding?
Image Credit: Pixabay
- According to BambooHR, onboarding begins the moment a candidate accepts a job offer and ends when a new employee is fully integrated and performing as expected.
- Gallup, notes that many organizations fail to deliver on the promises they make during recruitment, resulting in a poor onboarding experience.
- Only 12% of employees strongly agree that their workplace provides a good onboarding experience.
Image Credit: Pixabay
All our onboarding tips are to make life easier for new employees and employers.
This is because by being part of a structured process that cares about how Job Candidates will settle in, they are more likely to hang around.
Consequences of Poor Onboarding
- Failure in onboarding gets in the way of the formation of an emotional bond between the new hire and the company.
- According to the Society for Human Resource Management (SHRM), employee turnover can be as much as 50% in the first 18 months of employment.
- Employees leaving the workforce can be expensive and put pressure on highly burdened resources as well as a company’s financial bottom line.
- SHRM estimates that it will cost a company, 6-9 months of an employee’s salary to identify and onboard a replacement. In some instances these costs could be much higher.
Image Credit: Pixabay
The same SHRM survey also indicated that companies with an engaging onboarding program retain, a massive 91% of their first-year workers.
➡️ Help Employees Build Connections
This could be in person arrangements or virtual, team-building activities, strategic introductions, also access to mentors.
➡️ Create a Communication Onboarding Process and Workflow Plan
It should include key touch points and planned communications commencing from day one, then after 30, 45 and 60 days.
➡️ Encourage Managers to Engage With New Starters
Share department and team goals, key performance metrics and help new hires understand key priorities and what to expect.
➡️ Ask for Feedback and Input
- Without the data from feedback, you have no way of measuring the success of your onboarding program.
- Survey employees and use the data to identify areas that worked, need improvement and areas where more action is required.
➡️ Create a Pre-Employment Onboarding Guide or Communication Campaign
- Giving access to your internal employee site as soon as an offer is accepted.
- This should be a destination for incoming new employees to find everything they need to know about working at your company
Employers and Recruiters are often facing 2 different challenges, but when they’re happening at the same time this can be disastrous for organisations.
The Challenges are:
- The battle to attract the best talent
- Hanging onto your existing Employees who may well be poached by the competition as they also struggle to get the best people.
A structured, fit for purpose onboarding process speaks volumes about your company.
It gives a clear message to potential new employees that you are serious about helping them to settle in, become a valued member of the team and providing the training also support to ensure their success.
It also ensures a brighter future for your employees and for your company.
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