Continuing my blogs on the recruitment process I thought it’s absolutely crucial to mention the onboarding process.
Many wouldn’t consider onboarding as the final stage of recruitment; more importantly, how critical it is to achieving best practice.
Interested? Then read on!
Why is it so critical I hear you ask? Well think about this….all the hard work is done – you have recruited the perfect employee. They are talented and they’re going to bring performance to the next level. You show them the office, introduce them to other team members and take them to their desk. A few months later, they have resigned and your scratching your head wondering why!
And so, the recruitment process begins again!!!!!!!
You’re frustrated, your team is frustrated, your productivity suffers – as does the upbeat vibe of your office environment.
Think about the time and money lost directly (and indirectly) by not having an effective onboarding process. If you don’t have metrics such as, new hire retention and turnover as part of your talent acquisition process then get started now.
Studies have found that up to 20% of all new hires actually resign in the first 45 days of their role.
So, what makes a great onboarding process?
I have listed some key components below that help create an awesome onboarding process and improve your employee retention metrics:
- Engagement and preparation start at acceptance, this should be maintained through the first day and into the foreseeable future.
- Remember the importance of the first day – have a formal onboarding or orientation plan, make them feel special, ensure their workstation is ready to rawk, buddy them up for the week, ensure the CEO meets them and has lunch.
- Define Milestones – regular and planned “check ins” that cover specific topics around progress made, challenges, roadblocks, culture fit, policy and procedure.
- Ensure they are included in key stakeholder meetings and engage directly with them.
- Provide training wherever possible.
- Consider the intangibles like emotional momentum, maintaining excitement and positive feelings towards working for your company. Your team members and management can create this if they understand the importance of onboarding. Its everyone’s responsibility.
- Personalise the experience using technology and online tools such as personalised messages, virtual office tours, electronic documentation and signing for employment contracts.
Don’t limit yourself, be creative and implement what works best for your organisation and culture.
To wrap it up, celebrate your onboarding process by getting new recruits to talk about it online and giving positive reviews.
You cannot buy free promotion and positive feedback.
Simplicity sticks Complexity rejects, remember #HR rocks! #HRfortheModernWorld
Previous blog How to do the easiest performance review ever!
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