So, you’ve made it through the gauntlet that is the hiring process. After hundreds of resumes, countless internal meetings, and too many interviews to count, you’ve made an offer to an awesome candidate, who has accepted. The anticipation of the start date begins to bubble. Job well done, team. It’s time to pack up and celebrate, right?
You have more work to do, because outside of actually finding the right candidate the most important aspect of the hiring process remains to be done: Onboarding.
Onboarding new employees — or current employees in new roles — isn’t something we often think about when discussing the hiring process. We often fall into the resume and interview pit, and by the time we climb out of it all we want to do is get back to our actual jobs.
This is a mistake.
Onboarding employees is a vital step to the health and success of your organization, yet so few companies do a good job of it. Gallup found that only 12 percent of employees — 12!! — strongly agreed their organization does a great job of onboarding.
You might not think it’s much of an issue, but that’s before you realize the impact effective onboarding can have on your new hire. Onboarding isn’t just about signing a bunch of documents, touring the office kitchen, and hearing about what coffee is available. It’s about setting clear expectations, personal goals, and creating an environment where new hires thrive.
Glassdoor found that organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by more than 70 percent. The flip side of that coin is employees who had a negative experience with the onboarding process were twice as likely to look for other career opportunities in the future.
Onboarding isn’t cheap, either, so doing a poor job of it is even more damaging. The average U.S. employer spends $4,000 and 24 days to hire a new employee. Imagine spending that much money only to start them off behind due to poor onboarding. You’ve already invested so much time in the hire. Don’t make that time a waste by failing to onboard properly.
One of the most effective ways to increase onboarding proficiency is to utilize the buddy system — yes, that’s a real thing. According to HCI, 87 percent of organizations that assign a “company buddy” during the onboarding process say it’s an effective way to speed up new hire know-how. Make sure to choose a current employee that understands the office culture and its processes. This allows the new hire to have a resource he or she can use when questions come up, which they inevitably will.
Ensuring your onboarding process is smooth and effective isn’t something you probably think about… up until you’re the one getting onboarded ineffectively. Don’t hesitate to speak up within your organization if you have a better way of handling this process.
If you’d like to learn more about improving your hiring and onboarding performance, contact our experts today and we’ll discuss your challenges and what potential solutions TRC Professional Solutions can offer.