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Onboarding Experience: Engaging from day ONE

In most companies, they acknowledge the importance of welcoming new family members. But let’s face the facts, once the new family comes onboard, some of us will smile and say “Welcome. You should be proud to work here. Please fit in accordingly” and hope that the person will adjust well within 3 to 6 months.

We talk a lot about getting the right candidates, hire the right person but we failed to see the importance to make they feel welcome once they agreed to be part of our family. If you list out the experiences of your new candidates when they come in to work on their first day and how to improve this experience, the list will be endless.

Today, let’s explore the topic of onboarding and just how important it is to have a structured onboarding process in place for your organisation. It is considered a success for recruitment in getting a candidate to sign on the dotted line, but it’s what the organisation do to welcome them that’s going to play a monumental role in how quickly they’ll fit in as well as how long they are likely to remain with the company.

Regardless of what level a person is at when joining an organisation, the first several days and weeks in a new job are nerve-racking, to say the least. From trying to remember everyone’s names to getting to grips with new systems, moving around the blocks, getting to know the type of business and clients the organisation has, it generally takes a while for new employees to get settled in. Some things just simply come with time, but there are others that you as a recruiter can easily take control of to ensure that your new hire is comfortable, confident and happy in their position.

If an employer recognized that more than 25{17c0c7c8a24a6e48bfe42b0bbfddcb5c572fb0da1c5859adba1973bf3b84029b} of employees leave a new position within the first 90 days of joining, we bet the onboarding standard shall be different from just saying “Good morning, this is your Handbook”. Although there are several different possible reasons for this to happen and not just because of how well they’ve been welcomed into the company, employees that go through a structured onboarding process are 58{17c0c7c8a24a6e48bfe42b0bbfddcb5c572fb0da1c5859adba1973bf3b84029b} more likely to remain with the company after three years. According to Forbes, there must be some sort of a correlation between the two. Of course it does!

First impression always matter in any situation. People who feel appreciated on their first day will take extra efforts to adjust themselves accordingly. So, recruiters, please don’t just arrange their workdesk, computers, nametag etc. on their first day, you must also prepare the basic items necessary for them to start their work and stop asking the new people to request the basic items themselves on their first work at work.

Last but not least, the organisation needs to have every employee working with the same corporate vision and goals in order to be successful. During the new employee’s orientation, the Human Resource role is to spend time explaining the corporate vision to new employees and explain how the employees are part of making that vision a reality. It helps to make new employees feel like part of the company’s future. It also helps the Human Resource to preserve the corporate culture as new employees become part of the team. Good Luck!

Do get in touch with Q3 Management Solutions for the management and administration support and this could be the beginning of a long-term outsourcing relationship.

Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The content is read by a world-wide audience. This information is for guidance, ideas, and assistance only.

https://business.linkedin.com/talent-solutions/blog/2015/03/7-elements-of-a-good-new-hire-orientation/

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