Companies often invest a great deal of time and resources in their recruitment efforts. While hiring is important, the next step that comes thereafter is equally, if not more, important to retain the talents that you have worked so hard to hire after weeks (even months) of recruitment campaign.
Onboarding is not to be confused with orientation. Orientations can be as short as one day. However, onboarding is a comprehensive process that involves management and other employees, and can last as long as 12 months. If done correctly, onboarding is proven to lead to several positive outcomes for both employees and employers such as higher job satisfaction, organisational commitment, lower turnover, higher performance levels, career effectiveness and lower stress levels.
Research has shown that over 69% of employees are more likely to remain at the newly joined company for at least 3 years if given a great onboarding experience. On the contrary, research also found that the failure of onboarding leads to the withdrawal of potentially good employees due to confusion, the feeling of being alienated and lack of confidence.
So, now that you know the importance of an effective onboarding, how do you ensure your onboarding strategy is directed towards success?
Before the new hire starts work
Always prepare earlier before your new hire starts work. This includes creating an agenda for your new employee’s first week at work or at least an agenda for the first day.
Ensure that the workstation for the new hire is ready with a proper Internet and email connection. Fill the desk with stationery supplies needed and include important documents such as organisational charts and an employee handbook.
Start a good impression and help reduce new hire’s stress by emailing to them helpful information such as dress code, parking suggestions at the new office and who to ask for on their first day at work.
The first day/week
1. Help new hires familiarise themselves with the office layout through an office tour. Include details such as where the washrooms and pantries are located, and where to find the printers, scanners and fax machines.
2. Use at least the first day as a full-day orientation for your new hire and try not to give them work immediately. Introduce them to your other employees and allow them the opportunity to blend in before starting work.
3. Organise a welcome lunch for new hires or at least get their current team mates/department heads to take the new hires out for lunch. Set aside time for casual conversations and introductory meetings. 4. After the first day, sometime during the first week, plan for a manager’s meeting. Use this to share helpful information such as management style, work expectations and cover important work processes.
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The first few months
1. Conduct a monthly check-in to ensure that the new hires are settled-in, comfortable and engaged. Communication is the key to keep them engaged and to spot any early discontentment. Always review and give thoughtful feedbacks to them.
2. A new hire’s first 30 to 90 days are usually seen as their initial training period. If the company budget allows it, invest in training your new hire. Alternatively, you can allocate a buddy or a mentor within the team to properly train your new hire.
3. Continue your check-ins with the new hires even after three months to show that you sincerely care for them.
The first year
1. At the end of the first year, conduct new hire’s first performance review. By now, the new hire should be fully integrated with his or her job and into the company work culture.
2. Identify areas of weakness and plan for continuous development. You will be able to see if he or she is productive and truly belongs to your company.
The costs of new-hire turnover are often immediate and impact employers in many ways. Companies typically have little chance to recoup their investment in new hires who leave the company voluntarily or involuntarily before the end of their first year. Therefore, it is crucial to have a properly defined onboarding strategy in place to convert new hires into effective performers and increase the retention rates, ultimately bringing a positive impact on productivity and workforce stability.