Three Keys to Effective Onboarding for New Hires
Three Keys to Effective Onboarding for New Hires

Three Keys to Effective Onboarding for New Hires

Filling available positions can be an expensive and time-consuming endeavor for many companies. Start with the recruiting process. Between advertising positions, reviewing stacks of resumes and interviewing multiple candidates, a lot of effort goes into finding and hiring the right fit. But that's only the beginning. Many organizations celebrate an exhaustive hiring process but forget about the next important piece of the puzzle. Onboarding.

It's no surprise then that over half of employees that leave their job do so within the first year of employment because of a lack of training, engagement or introduction to the position/organization. An effective onboarding program is essential in reducing this initial turnover as well as keeping workers engaged moving forward.

It’s safe to say that it’s not just what employees are offered in the onboarding process that’s important, but how things are offered as well. The way companies bring new hires into the fold says a lot about how the corporate culture will operate once they settle in. This critical first impression can determine the faith someone puts into their long-term partnership with an employer, and can mean the difference between onboarding success and failure.

Keep the following in mind when creating your plan of action:

Onboarding is Ongoing

Take the long view even if the onboarding process is short-term. It takes a period of time for new hires to reach full productivity, sometimes even months. Make sure your process includes assistance that goes beyond employee orientation, with resources and availability to aid an employee in reaching peak production. If your onboarding consists of impersonal HR videos and reviewing manuals, new employees are likely to be underwhelmed and disengaged.

Immerse to Impress

New employees want to feel like part of the team, so immerse them in your corporate culture on day one. Host a lunch that allows them to interact with members of the team and be sure to take the time to introduce them to their colleagues. Building colleague relationships and involvement in company events go a long way to making a new hire feel as if they’re already contributing. Mentoring programs that pair new hires with experienced employees can also foster peer relationships.

Open and Honest

One of the worst ways to lose an employee is for them to feel like the job they’re doing isn’t the one that was promised when hired. 58% of employees claim that the reason they left a job was because their duties were misrepresented to them. Being open and honest saves everyone a lot of headaches down the road, and can save in repeat onboarding expenses for employers.

One way an employer can create onboarding success is by turning to Paycor for assistance. Paycor’s onboarding solution was built to improve new hire engagement, reduce manual administrative work and streamline the process entirely. See how onboarding can help improve your people processes today. Plus, download our checklist to ensure you're making onboarding a priority on day one and beyond.

Like what you see? Contact us to schedule a demo and see how onboarding can impact your team.

Sources: Elearningindustry.com and Spark Hire


Subscribe to Our Resource Center Digest

Enter your email below to receive a weekly recap of the latest articles from Paycor's Resource Center.

Check your inbox for an email confirming your subscription. Enjoy!

More to Discover

Why Diversity in the Workplace Matters

Why Diversity in the Workplace Matters

The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...

Warning Signs of Disengagement

Warning Signs of Disengagement

Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...

How to Create the Ideal Employee Experience

How to Create the Ideal Employee Experience

All companies covet an engaged, motivated workforce. When your people are engaged, they don’t behave like an average employee. They’re more like committed volunteers devoted to a mission, always seeking new opportunities to boost morale and make a difference. It’s no surprise then that, according to DecisionWise, in 2017, 73% of executives said employee engagement was a top concern. Yet Gallup’s annual survey of engagement continually finds that only 1/3 of employees are engaged at work. Most (51%) are not engaged and, even worse, 16% are actively disengaged. With so many companies focused on engagement, why don’t we see better results? A primary reason is that not all companies focus on the employee experience. Everything from...

Taking the Guesswork out of Employee Pay - Part 1

Taking the Guesswork out of Employee Pay - Part 1

Deep Dive - External Equity and Market Pricing Feel more comfortable with how you determine employee pay at your company by learning how to align market pricing with your business strategy, understanding survey data and market pricing steps. Speakers: Christine Ippolito & Joanna Hall Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership capacity for 25 years in multiple industries and environments within Fortune 250, venture capital and equity-backed companies, as well as privately held and family-owned...