Build A Scalable Onboarding Program To Fuel Talent Retention

It takes years and years for a firm to get recognized in the business world because there are other firms in the competition. Even after getting recognition, a firm is supposed to maintain its position by sustaining a high-level performance each time. Employees are smart these days and shift from one firm to another for better career opportunities, so sometimes, it becomes difficult for the firm to sustain itself in the market.
Onboarding plays an important role in talent acquisition and management. Organized and engaging onboarding plays a vital role in alluring candidates with skills and talent, retaining them for the firm's benefit, and making them efficient workers. The best onboarding entirely focuses on employees' needs and requirements. If the onboarding fails to meet the needs of talented employees, they are most likely to leave the firm and go for other better opportunities.

What Exactly Is Onboarding? 

There is no specific definition of onboarding, and it varies depending on many factors. But usually, Onboarding is a human resource industry term that refers to the process and a series of activities an employee receives to feel a sense of belongingness to the workplace and acquire knowledge about the organization to get them started with their new role. Onboarding also helps employees explore their potential to the fullest and mature their talents and skills, making them give their best in the assigned tasks. 

The retaining of employees entirely depends on the efficiency of onboarding programs. The quicker the employee is empowered to do their task, the faster they will become valuable and contribute to the growth and development of the firm. The onboarding program is not just the job of an HR; the responsibilities of a manager also play a huge role in welcoming the new employee into the firm.

Drive Engagement with Great
Onboarding Experiences for New Hires

Learn More about Onboard

Why Do We Need Onboarding Programs?

Onboarding Programs are progressively becoming more important for companies for good reasons. A well-structured onboarding program welcomes employees with an open heart and helps them explore their hidden potential and skills. This retains the employees, and they willingly commit to the firm. Onboarding programs engage employees and drive them to deliver good results, and effective onboarding increases employees' involvement by more than 20%. 

An engaging onboarding program that provides satisfactory experience to employers will make them stay longer and committed to the firm and attract strong, talented candidates. Once the talent acquisition and management have provided a world-class onboarding experience, ask them to write reviews. This might help your firm attract skilled and talented candidates and help contribute to your firm's growth. This is why companies need to organize onboarding programs and activities to ensure the growth and success of the firm.

Tips To Create The Right Onboarding Programs

Now that you know what Onboarding is and why it is important for companies to organize one, the next thing you should know is how to create the right onboarding programs after successfully recruiting a new employee. Getting it right builds a sense of belongingness and delivers real value to the firm by prolonging employee retention and accelerating productivity. So keep reading to know and understand the right ways to create onboarding programs. 

1. Welcome your new employee: Two in ten people change their minds after signing the offer letter. The management should build the excitement of the offer and influence the employee's decision to join your firm by organizing a heartfelt welcome. Make them feel wanted and belong, and let them know how happy you are to work with them as a team. Provide insight into what to expect next, and let them know that they can reach out to you and ask you questions if any. Introduce them to other team members so they can heartily welcome the new employee. These simple gestures can go a long way in retaining an employee. 

“As soon as we saw HR Cloud’s Onboard demo, we knew this was the perfect solution for us. We loved that it was extremely simple and powerful out of the box, but that we could customize it with advanced capabilities to make it work in our company setting.”

Elisa Garn Vice President, HR and Talent Christopherson Business Travel

Learn More

1. Start the onboarding process early: The new employee onboarding process should begin with a welcome email on the day of joining. Fill the first day with welcoming and celebrations, introducing everything about the firm. Provide them with a desk, email address, and access to tools and software on the first day of their job so they can start with the work from the next day onwards. Ensure the onboarding process continues for a longer period to ensure new employees are fully supported, and their requirements are met. Help them to get along with the company's culture and make them understand their roles. 

2. Check-in regularly: Thirty percent of job seekers usually leave their jobs within 90 days of joining because they feel left out or feel demotivated. The global consulting company suggests that the managing department checks in regularly on new employees and ensures everything is going well with them and their performance. Managers should organize a meeting with new employees every once in a while to discuss their roles, expectations, and goals and ask them to share reviews so that everyone is on the same page. This will help the employees feel connected, and they, in turn, will excel in their roles or assignments.  

3. 

   Results that add up where it matters most: your bottom line. Calculate your possible ROI now!

   Calculate Now

   

   Communicate with them: Communication is the key, especially in the corporate world. A great onboarding depends on consistent and honest communication. Engaging in good communication during the onboarding process will establish trust and confidence between you and the employees and can go a long way in retaining them for a longer period of time. Be empathetic and assure them that you will be helpful and understand their needs. Communicating regularly will also help you identify their hidden skills and weaknesses, which will help you channel them accordingly to contribute to the firm's success or help them to work on it if needed.

Conclusion

By the end of the onboarding session, don't expect the employees to become masters. The main aim of the onboarding programs is to make them feel comfortable in their new workplace so that they can work efficiently. So leverage these tips mentioned above and enhance your onboarding to drive better results. 

Author Bio

Talent Intelligence is a global international recruiting firm that works with top companies around the world to attract and retain key management and C-Suite executives. We disrupt traditional recruitment cycles, offering proactive consultancy services and a transparent pricing model that delivers on every individual hire but also focuses on the bigger picture, becoming a trusted and long-term partner.

The HR Cloud Award
for Excellence in Employee Experience

Participation is free and winners receive:

1. A $25 Amazon Gift Card
2. Feature on the HR Cloud website and social media
3. Digital badge + certificate to share on your website recruitment materials

Apply Now