Onboarding is a crucial part of the hiring process that often doesn't receive enough attention. It involves the integration of new hires into the organization through processes such as background checks, orientation, and familiarizing them with the company's culture, mission, and values. How businesses handle onboarding can greatly impact the experience of new employees and shape their perception of the company.
Research has shown that the way a company treats job candidates reflects how it treats its employees. In fact, a significant number of new hires continue to search for other job opportunities even after accepting an offer and undergoing background checks. Additionally, a considerable percentage of new hires fail to show up on their official start date, indicating the importance of a smooth and efficient onboarding process.
During onboarding, it is crucial for the appointed representatives to make new employees feel welcome, appreciated, and valued. Transparency and respect are key in ensuring that candidates do not decline offers and explore other options available to them.
Unfortunately, there are common complaints from prospective employees regarding the onboarding process. These include feeling frustrated due to lengthy or intrusive application processes, feeling misled by inaccurate job descriptions, and feeling unprepared or undervalued due to a lack of information or feedback. Uncertainty, lack of clear expectations, and inadequate support from managers can also contribute to negative onboarding experiences.
To address these concerns, companies should provide clear information, support, and feedback to new hires. Tailoring the onboarding process to individual roles and needs is crucial. Showcasing the company's culture and values can help new employees feel more connected to the organization and its mission. Starting the onboarding process before their first day by sending welcome packages, introducing them to team members, and providing necessary paperwork can help ease the transition.
Providing detailed onboarding schedules that cover training, orientation, and feedback is essential. Assigning mentors or contacts to answer questions and provide support is important for new employees. Involving other employees, managers, supervisors, and even senior leaders in the onboarding process demonstrates that the organization values and supports new hires. Flexibility is also key, especially in cases where in-person onboarding is not possible, enabling remote options and adjusting schedules accordingly.
Completion of necessary paperwork in a timely manner is critical to avoid delays in the onboarding process. Offering ongoing training and development opportunities, encouraging relationship-building with colleagues, and providing team-building activities can help new employees grow and succeed in their roles. Continuously assessing and improving the onboarding process ensures the successful integration of new hires into the company.