Categories: Recruiting Software Blog
More than a "welcome to the company," an engaging onboarding program sets the stage for your new hire to hit the ground running. Whether you have one or five new employees, a sound, well-designed onboarding program creates compelling motivation for you--and your new hire--to get the most from this stage in the work lifecycle.
Why is onboarding important?
In an increasingly mobile workforce, job transition is common. According to the Bureau of Labor Statistics (BLS), in 2014 the average length of time most employees had been with their current employer was just over four years. As we have discussed, Millennial workers generally expect to stay at a job for less than 3 years. These trends amplify the need for a good institutional onboarding experience.
While orientation to your firm involves showing new employees the ropes and filling out the right forms, a thoughtful onboarding program does more. Onboarding is your chance to create the best possible environment for your new talent. With the right moves, you can reduce administrative costs, boost engagement, and accelerate the productivity of new workers.
Onboarding best practices
Each business--and position--has its own expectations. While the characteristics of your workplace may call for specialized safety, technological, or other training, there are basic features of a good onboarding program that transfer well across HR environments. A report from the Aberdeen Group estimated workers make a decision about whether to stay at a company within their first six months of employment.
At day one, the clock is ticking. Consider these suggestions for creating a dynamic, multi-mode onboarding process:
Onboarding begins with your job advertisement and continues throughout the recruiting cycle. There is a good chance your employee checked out your brand before they applied, so be sure your website is informative and accessible. Onboarding is smoother when new hires have a level of confidence before they receive their identification badge. Individual attention makes anybody feel valued--and is likely to increase satisfaction and company loyalty.
Onboarding does not end on the first day of work
High quality onboarding programs continue for several months after hire. When the onboarding process concludes, be sure to engage your employee in an evaluation of your onboarding process. During the first months of employment, check-in with your employee to ensure they receive needed support and are aware of social and training opportunities available to them within the company.
Use feedback to engage primary managers and stakeholders in an ongoing conversation about the ways to improve your onboarding program.
Proactive onboarding increases employee satisfaction, workforce stability, and decreases the high cost of turnover. Stay relevant in your market space--and your talent pool--by increasing engagement through excellence in onboarding.
About the Author, David Webb
David is the CEO of BrightMove and is a seasoned technology executive & entrepreneur noted for creating successful businesses. Over his 25+ year career, David has developed multi-platform expertise in the domains of computer science, data analytics & business transformation. Starting in 1995, David worked with his best friend, Jimmy Hurff, to develop one of the world's first Internet job board and resume bank applications. David is the primary architect of BrightMove and has an active role in the product's evolution to this day. From then to now, David has been consistently helping his customers to build great teams, using best practices and world-class technology.