Why you need an efficient onboarding process

employee onboarding

BambooHR, a human resources software and services provider, recently published a study about onboarding which surveyed over 1,000 employee about their experiences starting new jobs. This week’s roundup brings you five articles about BambooHR’s onboarding survey and the importance of having an efficient onboarding process at your organization.

  • Your Company Has A Lot to Lose when a New Hire Doesn’t Stay BambooHR: “Lots of people suffer from buyer’s remorse. If you think your new hires don’t suffer the same type of self-doubt about a job, you’re kidding yourself (especially in the first several weeks when there’s so much information to take in and they don’t really know anyone yet). Have you ever checked a store to see if the price was lowered on something you paid full price for? A new hire may go back to check on that other job they turned down or, out of habit, may still be checking the job listings to make sure a better job opening didn’t just pop up.”
  • Efficient Employee Onboarding Critical for Long-Term Success CIO: “While paperwork plays a key role in onboarding, new hire orientation is much more about socialization and acculturation, and that can take weeks or months after the employee’s hire date. That’s why it’s important to have a mentoring or ‘buddy’ system in place to take over after the HR manager’s part of the process is completed, Sanders says. According to the survey, 76 percent of respondents said on-the-job training is the most important aspect of onboarding, since it allows the new hire to come up to speed much more quickly and become a productive member of the team, he says.”
  • 5 onboarding tactics that get long-term results HR Morning: “Get co-workers involved in the hiring process. Existing employees may see new hires as outsiders who pose potential threats to their own jobs. This can result in new employees feeling alienated and unwelcomed, which is the last thing they should be feeling when starting a new job. A smart way to avoid this scenario is for managers to involve other employees in the hiring process.”
  • Want Your New Employees’ Personal Commitment? Take Their Onboarding Personally Forbes: “You get the employee engagement you deserve. If you don’t engage with them, they won’t engage with you. If all you need is compliance, indirect communication is fine. If you want them to contribute, you’ll need direct communication. If you want them to commit to the cause, you must make an emotional connection with them. This is particularly true at important moments of truth starting with how you onboard them. So, take onboarding personally and make it personal.”
  • Offer Your New Hires Training, Not Free Doughnuts Inc.: “Once companies bring new hires into the company, it is important that the companies keep them in the loop. Survey respondents who left jobs after less than six months indicated that ‘review and feedback of early contributions’ was very important to their happiness and success. Less than one percent said that ‘free food and perks’ would have been a factor in getting them to stay at a job they left after six months.”

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