Why is onboarding important in the hiring process? Because quoting Shane Metcalf – the Co-Founder and Chief Culture Officer of 15Five – “Onboarding is a process that helps new employees shift from being outsiders to insiders of an organization.”
Statistics say that the first 3 months are when new hires are particularly susceptible to turnover and the cost of employee turnover can cost up to ½ – 5x an employee’s salary.
How do we then make sure we’re on the right track?
1. Meet your employees beyond the resume
Within the first week, make sure you set up a one-on-one meeting, that could be the most important connection for the new employee.
Numbers say that employees who engage internally intend to stay at a rate that’s 8% higher on our intent-to-stay measure.
2. Show “how things work around” and give a team-led tour
Things like how to navigate in the building, where to get coffee from (or other resources), get familiar with the key areas of the surroundings, and very important – the workplace “language” can help them feel more acclimated. When the team is involved in a colleague’s onboarding, it brings them all together and chances are higher that you can create office friendships and influence your employees happier.
Statistics say that with friends at work, employees are 47 percent more likely to love their companies.
3. Offer continuous training and support
Helping new employees assimilate doesn’t stop after the 2 weeks of training. Make sure you check at key intervals how they stand, that they have everything sorted it out and that they fully understand what the business is about, its reason for being and values.
Don’t expect he rocks the show from the first month, statistics say that It typically takes eight months for a newly hired employee to reach full productivity.
4. Involve the leadership team
Break the ice with the superiors! New employees are curious to meet the executives, especially with those they will be interacting in their routine. It is a good practice, as numbers say that 77% of executive managers ensure they meet with new recruits.
5. Get feedback
The direction of on-boarding new employees may require adjustments that are based on feedback from them.
In a survey conducted by BambooHR, 53 percent of respondents who quit jobs within the first six months said “review and feedback of early contributions” is one of the most important things a new employee needs to get up to speed and begin contributing quickly.
And one to conclude with, the last but the most important:
Company and team vision and values
If you want them to commit to your mission, vision and core values, show them what they are.
An estimated 50% of new employees don’t understand their company’s mission and values after 90 days.
What other successful onboarding practices are you using? Leave us a comment below.
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