Are you losing talent because of a bad onboarding program?
You just had a fantastic new hire accept your offer. Hooray!
Your onboarding program consists of a welcome lunch and a walk through the company handbook. Oh nooo!
If you want to protect your investment in this new team member (and with the cost of hiring what it is today, everyone wants that), a solid onboarding program is essential. Wooing talent should not stop on their first day of work. On the contrary, to solidify in a new hire’s mind that he or she made the right career choice, the next step is the onboarding program. If you make new hires feel at home, welcome and important to your organization, you will be doing some key employee-retention ninja moves. We kid you not.
Much has been written about the importance of making a good first impression on your new hires during the first few days at your company. HR Morning posted a great article discussing the reasons why employees quit jobs quickly, and it emphasized the detrimental effects of ineffective onboarding. The article cites a survey by BambooHR that found 31% of people have quit a job within the first six months. The respondents mentioned specific things that they wanted from onboarding efforts.
From the article:
So what advice did survey respondents have for improving onboarding programs?
Here are the four things they said they want most in the first week on the job:
- On-the-job training
- Review of company policies
- A tour of the company and to have their equipment set up and ready to go, and
- Being assigned a buddy or a mentor.
“Here are some concrete things new hires want from their employers,” says myHR Partner President Tina Hamilton, PHR, “Onboarding can provide the foundation for a great team that will serve an employer for a long, long time. I cannot emphasize enough how far these programs can go in terms of employee retention.”
Onboarding made easy
Since it is the first experience your new hires have with your organization, onboarding is your opportunity to fully engage and prepare your new employees. While much of the onboarding process involves collecting necessary paperwork and signatures, it’s also about helping new team members understand your company culture, programs, processes and policies.
When handled haphazardly, this process can leave new employees with unanswered questions, concerns or an overall lack of direction. When you have invested so much time and resources to bring them into your organization, why not make sure you have an engaging onboarding process in place to keep them satisfied with their workplace?
Hamilton suggests a number of steps to ensure a successful onboarding:
- Develop a customized and documented process to fit your environment
- Provide an HR professional to give a warm welcome and follow them through their first day or week, and to ensure that all steps have been taken properly
- Manage all federal, state, local and internal required paperwork
- Review the employee handbook and job description
- Introduce staff and/or create a buddy system, if this applies
- Work with your payroll and benefits administrators to get your new hires up and running, or we can become your administrators
- Help your new associates become acquainted with your culture