Onboarding New Employees? 5 Reasons Why You Need to Do It Right
Finally, the perfect candidate just accepted the offer for a vacancy that was challenging to fill. But that’s just only half of the battle won. The other half is just about to ensue, and it begins with a very critical employee touchpoint: The onboarding process. Onboarding new employees go way beyond the orientation and filling […]
Jana Dee Reserva
11 November 2019 |
Finally, the perfect candidate just accepted the offer for a vacancy that was challenging to fill. But that’s just only half of the battle won. The other half is just about to ensue, and it begins with a very critical employee touchpoint: The onboarding process. Onboarding new employees go way beyond the orientation and filling out of forms. It should involve a series of carefully curated steps to integrate a new member into the role, the ins and outs of your organisation, and overall company culture. However, effective onboarding appears to be a challenge for most companies. Only 12% of employees strongly agree that their company is doing a great job of onboarding new team members, according to a Gallup study. Why Employee Onboarding Matters Depending on how good the onboarding process is, it can provide tremendous value for the organisation or can lead to disengaged staff. Here are five reasons why you should pay more attention to this step. 1. It’s cost-effective. Hiring an employee involves a lot of effort, from putting out that job ad, screening applicants, interviewing candidates, coordinating schedules to negotiating the salary and crafting the job offer. And the costs associated with all of that can be hefty. In the US, the average cost-per-hire is around $4,129, according to a report by SHRM. While it will vary depending on position and role, cost-per-hire involves all expenses incurred to get a new employee–from HR staff rates to job advertisement fees. A good employee onboarding process ensures that all that hard work and resources won’t go to waste. One of the ways to minimise cost and save time is to go for paperless onboarding. It eliminates time spent on tedious steps, such as capturing employee data and filling out forms. It can also be used to send essential documents to a new hire ahead of time and allow them to submit requirements in just a few clicks. Ultimately, this helps your new employee to get going right away instead of overwhelming them with too much information and paperwork on their first day. Read more: Onboarding: The Employer’s Checklist 2. It improves retention. Onboarding a new employee is very similar to establishing a good impression. Sure, online searches about your company can give them a glimpse of what it’s like to work for you, but the onboarding process can either exceed, meet, or worse, fall short of those expectations. A strong onboarding process can help improve new hire retention by 82%, according to a Glassdoor study. Good onboarding is never a one-day affair. It goes beyond the team introductions and the welcome email. It’s a crucial phase where expectations are set, concerns are clarified, directions are given, and culture is instilled. It’s ongoing communication between the manager and the new hire to ensure that nothing important falls through the cracks. If you are unable to create this safe environment, you can be at risk of losing an employee before they can significantly contribute to your goals. In Australia, six in ten managers experience losing an employee within the probation period because of poor onboarding process. You can avoid being on of those six by re-evaluating your current system and finding ways to make it more efficient for yourself and the new staff. 3. It creates brand champions. Think about a product that you love. From the moment you tried it to the time that you wholeheartedly believe in it are all parts of your journey as a customer. You can say that the brand nurtured you in every step if you recommend the product to people within your scope of influence, like family and friends. In essence, you became an ambassador for the brand. This cycle is similar to attracting potential employees who can be advocates for your business. In this case, you aim for a new member who will genuinely believe in your purpose and embrace your DNA as a company. Onboarding done right can make that happen. ‘Purpose’ is one of the six essential elements that define a thriving workplace culture, according to the 2020 Global Report by O.C. Tanner. It states that employees will feel more passionate about their work if they see a direct link between their individual roles and the organisation’s purpose as a whole. They need to see how their task fold into the bigger picture. When onboarding a new employee, clearly state what you stand for as an organisation and explain how the new hire can contribute to that. Provide an experience that will set the right tone early on, so you can eventually turn new members into firm believers of your brand. It will give them a far greater motivation that goes beyond getting a paycheck. Read more: Making the Onboarding Experience Work for your Business 4. It builds good reputation. An employee’s experience during onboarding, whether good or bad, can easily creep its way to review websites and social media networks, and this can affect how job seekers and clients alike perceive your organisation. A survey from CareerArc found that 55% of job seekers stopped pursuing an application to a company after reading a negative review about the employer. More than feeling welcome and being excited to work, a well-thought onboarding process can foster a strong feeling of pride in your new employee. When employees are proud of where they work and what they do, it can easily translate to organic and positive testimonials that strengthens your employer branding and reputation. 5. It boosts productivity. New employees tend to get overwhelmed during onboarding, especially when they try to digest a lot of information in one go, potentially affecting productivity down the road. A good onboarding process includes a clear structure that helps new hires ease into the role and responsibilities. Managers or leads should share details only at the stages where they are essential as opposed to providing them all on day one. Doing so allows a new employee to learn faster and remember information better. Regular check-ins also help in tracking a new employee’s progress. They help nip issues in the bud and identify areas where they need assistance or clarifications. Set the tone of transparency and helps establish open channels of communication, which are all essential to working more effectively. Read more: Below average staff performance? Time to look at your onboarding process Employee onboarding is more than just communicating company policies, setting up workstations, and office introductions. It is a process that starts even before the first official working day of a new employee and goes on until they are fully equipped to begin contributing to your organisation’s goals. Start improving your employee onboarding process before it’s too late. Streamline the repetitive and tedious steps like requirement submissions, filling out forms, capturing employee details, and distribution of essential company documents. Let new hires submit all pre-employment documents and details in just a few clicks with Tanda. Save time from these manual tasks and focus on creating and optimising how you integrate new employees in your organisation and gear them up for success. See how our paperless onboarding works and book a demo today.