Best Practices for Effective Employee Onboarding and Talent Retention

By  Kelly Barcelos on February 28, 2019 in Recruitment Process
attract-talent

According to a report by the Aberdeen Group, a standardized HR onboarding process improves new-hire productivity by a whopping 54%. That’s not all, employee engagement can double and the retention rate for new hires can increase by 50%.

Most of the time, new employees are likely to look for better offers while they’re still in the orientation stage. Sure, you probably have a lot of candidates applying for employment too, but every part of the hiring and onboarding process needs a lot of resources. It makes a lot more sense to spend a little more time and energy on retaining employees who have already been trained.

Why is Employee Onboarding Important?

Onboarding is an official process in which the newly hired employee is introduced to the environment of the organization. Getting to know the organization proves vital for the employees to set their feet on the path of productivity and be effective. Employee retention is one important goal that is achieved by the organizations through effective onboarding.

Onboarding plays a significant role in various aspects of new employee performance, including

  • Productivity
  • Development
  • Engagement
  • Assimilation into teams
  • Retention

When you take into account the fact that replacing an employee can cost anywhere from 100% to 300% of his/her salary, that adds up to a lot of wasted resources. Hence, your timeline should be reasonable and able to accommodate slow-learners.

Here’s An Overview of the Employee Onboarding Process

First Quarter

Engagement Team and relationship building, introduction to organization’s culture and role requirements

Second Quarter

Coaching Discussions about performance, setting goals, Upskilling and hand-holding

Third and Fourth Quarters

Supporting Growth plans, delegation of tasks and responsibilities

By the end of the hr onboarding process, managers should stop thinking of these employees as new joiners and hold a review to discuss their future in the organization. Here are eight essential tips that could help any HR department to perform effective management and pursue the onboarding process.

8 tips for Effective Employee Onboarding

  1. Creating a Formal Employee Onboarding Program

    Every organization has different management goals and hence has a different strategy for dealing with its employees. Once the hiring has been executed, the process of onboarding should be written down in steps and an appropriate sequence of events. The four things to consider in onboarding are Compliance, Culture, Clarification and Connection.

  2. Designing an Onboarding Template

    To achieve the four necessary C’s, a well-designed format is needed to incorporate into the system. The organization management team needs to decide whether one on one personal interaction serves best or through other means.

  3. Planning before Time

    Certain things are time sensitive, and employee onboarding is one of them. To be useful in the process, the organization or its HR department needs to make sure that the planning and designing of the onboarding schedule have been completed before the newly hired best talent reports to avoid a haphazard situation.

  4. Teaching the Employee of the Organization’s Goals and Principles

    The newly hired employee should be told about his roles and responsibilities but along with that, it is necessary to tell him about the responsibilities every member of the organization. In this way, he can build up a sense of responsibility and develop team spirit. The goals and missions of the organization need to be explained in detail to the employee during the onboarding process.

  5. Defining Employee Onboarding Process by Category

    Each and every employee has a different task to do and a different responsibility to share for the organization, and the employee category should define the employee onboarding. Hourly workers or part-timers can have sufficient onboarding in lesser time, but an executive employee may take days in getting fully on-boarded with the organization.

  6. Creating an Onboarding Checklist

    HR managers need to prepare a checklist for the process to ensure that no point remains uncovered or no segment of the organization remains unfamiliar to the newly hire.

  7. Evaluating the Onboarding Program

    Once the process has been completed, it is necessary to assess the results and bring about any alterations or up gradations that it may require.

  8. Assigning a Mentor for Onboarding New Hires

    When new hires are just starting out, providing them with a mentor ensures a smooth transition through this anxiety-inducing process. When a new employee has a go-to resource, they have a productive start and continue to perform.

The onboarding process does not have to be chaotic. With a smart applicant tracking system, it can become simpler and more effective all at once. Sign up for a free trial to understand just how much it can help you, right from the employee’s first day.

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.