McKinsey conducted a global study wherein they found that the most challenging job faced by CEOs of this digitally connected age is retaining their employees after they hire employees. In the search for talent acquisition and retention, recruiting is not where the job ends, onboarding is an equally important leg of the entire hiring process.
Just like the first day of school, onboarding can feel like a formidable process for the new employee, but it need not be. A good employee onboarding program aims at making the new hire feel welcome at the workplace, providing them with tools, training, and resources to make them productive in a short time and integrate them into the culture of the company. It is the best time to bridge the gap between the new employee and the organization in a subtle way with respect and care.
Depending on the company, the onboarding process can be approached in different ways. Some companies passively make the employee go through a series of meetings and presentations while some companies make it more fun, laid-back and interactive with games, costumes, and skits.
There is no hard and fast rule about the choice of approach, but onboarding should be taken as an essential part of the hiring process to retain the star performers in any organization.
Let us take a look at some of the figures which depict how onboarding can affect attrition and retention:
So what constitutes an effective and engaging HR onboarding?
Some of the features that make for a great candidate experience while onboarding are:
The company must encourage their employees and HR to reach out to the new candidate and show how excited they are to have him/her on board. A welcome email, a handwritten note, or saying “hi” on LinkedIn or other social media platforms by existing employees of the company are some of the things that send out a warm signal to the new employee and make him/her feel accepted.
Onboarding is a process that builds the reputation of the company as well. The impact of a good or bad onboarding process shows how soon an employee leaves the organization and whether he/she is likely to encourage or discourage other applicants from applying to your company. The speed and tone of the onboarding process can determine the trust in the employer-employee relationship and also affect the productivity of the newly on-boarded person.
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