Are you aware that on average one-third of new hires will leave a job within six months of starting? Of those, 23% leave due to a lack of communication regarding their job responsibilities. Have you noticed similar trends with your business? If so, now is probably a good time to take a good hard look at your onboarding process. What steps have you put in place to help your new employees get acclimated to their new roles? Have you enacted measures to ensure all new hire paperwork is processed and filed quickly and efficiently? In this blog post, I want to demonstrate how a solid Onboarding process can not only simplify the life of your hiring manager but also set up your new employees for success right off the bat.
Onboarding is Not Synonymous with Training
Obviously, every new employee will have to be trained to some extent on what their job duties are, almost without exception. However, many companies fall into the bad habit of thinking that training alone is sufficient for the onboarding process. This can be detrimental to your new hire’s experience within your company because it doesn’t show them the scope of your whole company. In addition to your trainings, you have to introduce your new hire to your company culture. This is because first impressions stick, which brings us to my next point:
First Impressions Stick
I cannot stress this enough. Throughout the interview process, it’s the candidate's job to win you over. However, once they have been hired on, it’s your turn to convince them that they made the right choice. I’d like to reiterate the above statistic about how one-third of new hires leave a job within six months. That turnover can get crazy expensive and is preventable with a little extra time and energy put into making a great first impression. Consider more than just their first day, but rather their first few weeks and even months. By doing whatever you can to make sure the candidate has an excellent opinion of your company right off the bat, your turnover rate will drop and you'll find you've created a better company culture all the way around.
Not All Onboarding Should Be the Same
Onboarding each employee should be a unique process that will differ from position to position. As nice as it would be to have a ‘one size fits all’ process, a newly-hired manager will require significantly more onboarding than an intern. It’s necessary to put time and effort into both, but the former will probably be a much more lengthy process than the latter. Even onboarding multiple employees for the same position should allow for some flexibility, as not everyone moves at the same pace. An overly outgoing employee who talks to everybody and makes friends quickly will not need much in the way of introduction to their coworkers, while somebody who’s more introverted or quiet might need a scheduled lunch here and there to introduce them to the people he or she will be working with. The same goes for trainings -- some people learn at a much faster rate, so this is important to take into account early on whether the employee will benefit extra trainings, etc.
Communication is Key
After the employee’s first 90 days, it’s a good idea to meet up with them and see how they’re adjusting to their new role. At this time you can answer any questions they have, offer any additional trainings, and even get feedback on your onboarding process. By doing this, it shows the employee that you care about them succeeding in the company and that you value them as part of your team. It also shows that they have a voice to offer feedback and ask questions that they might not have otherwise felt comfortable putting forward.
Consider Onboarding Software
If you find your turnover rate is too high, it might be time to consider an onboarding software. With Dominion’s onboarding, you can make sure you give a positive first impression from the word “go” by allowing your new hire to complete all their employment documents online from the comfort of their homes before they even start. This includes all their W4 and I9 information, direct deposit set up, and any training videos or documents you might require. By having all of this paperwork completed before their start date, you can focus on Onboarding the new hire properly and ensure they’re not overwhelmed right from day one.
These are just a few examples of how you can provide a smooth transition from candidate to employee. Consider your past experiences with previous jobs and use what worked (and what didn’t work) as reference points for setting up your personal Onboarding process that will help your company achieve new hire success. I promise that the results will speak for themselves. Also, if you're interested in viewing a demo of Dominion's Onboarding software, click the link below.