Why Your Onboarding Strategy Matters
Congratulations! You finally found that perfect candidate to fill a role you needed filled weeks ago. They’re exactly what you were looking for and you know they’ll catch on quick. Although you may be tempted to let them dive right in, you should think about the consequences first. Everyone in the recruiting industry knows that hiring costs money and that poor hiring decisions can be very expensive, so it’s important to start your new employees off right with proper onboarding.
Onboarding is essential to the hiring process, but is your current onboarding strategy draining resources? Here are a few questions to ask to determine if you need to rethink your onboarding strategy:
1. How is your early turnover rate?
If a majority of your new hires leave your company within six months, there’s a good chance your onboarding strategy needs work (or you’re hiring the wrong people altogether). According to a Glassdoor blog, a case study found that employees who attended a structured orientation were 69% more likely to stay with a company for three years. The purpose of onboarding is to set your employees up for success, and your employees will be more comfortable in their new role if they know what is expected.
2. How much time goes into onboarding paperwork?
No one likes paperwork… Especially when it involves writing the same information fifteen times, and let’s not forget the person who has to decipher that handwriting and enter the information into the system. That’s exactly why Talent Rover’s Back Office feature streamlines the onboarding process, digitizes paperwork and keeps everyone in the loop.
3. How does your current onboarding strategy affect productivity?
If your onboarding process becomes a burden on your team, the onboarding will become less effective. It’s human nature to put less effort into something you know you don’t have time for, but it causes huge problems when it comes to onboarding. Using your team to train new employees makes sense, but they don’t need to be bogged down by it. If your training programs are taking a toll on productivity, think about what can be rearranged to make it work.
4. How is the process for getting new employees the equipment they need?
You don’t want to hire a new person and have them sit in an empty office on their first day because you didn’t get them a computer yet. Unless your company has a Bring Your Own Device (BYOD) policy, a new hire should not start until you have the tools they will need. It helps to keep a checklist of what every new employee needs to standardize your process, and it’s even easier when you’re using a platform like our Back Office.
Onboarding is a very important part of the hiring process; so if your onboarding strategy needs some work, take action now. Start with these questions to figure out which areas need your attention and dig in. You’ll be amazed by the difference small adjustments can make in your retention rate.