Employee Onboarding
Integrate talent with a seamless employee onboarding process
Is your business’s employee onboarding process as comprehensive as it could be? If not, this could lead to costly disengagement. A Gallup report found that over three-quarters of employees feel disengaged and disconnected at work, costing Australian businesses AU$211 billion each year.
Effective employee onboarding helps new hires integrate smoothly into an organisation, for improved productivity, retention, and engagement. And with adequate training and orientation, employees feel more confident from day one.
What is employee onboarding?
Employee onboarding describes the process of welcoming new hires to an organisation while introducing them to their role. It involves meeting team members, accessing critical software, and touring facilities.
A successful onboarding procedure equips starters with all the tools and insights needed to settle into their new role. The process begins before the first day, with a pre-boarding overview of corporate structure, culture, and policy. Then, it carries on with first-day training, orientation, and follow-up.
When new hires know what to expect, they’re more likely to feel confident and productive throughout those all-important first few weeks.
What is the main purpose of onboarding?
The primary goal of onboarding is to help new hires integrate into their work environment. By the end of the onboarding procedure, employees should understand and feel a part of company culture. They should also have all the tools and knowledge needed to perform their role effectively.
The importance of a structured onboarding process
A lack of structure and support shows in poor retention rates. The new hire failure rate in Australia is high, with up to 46% of employees leaving their job in the first 18 months.
But what does employee onboarding have to do with this, and why does it matter? Onboarding sets the tone. In fact, after a strong onboarding process, employees are 2.8 times more likely to feel satisfied with their job, and retention rates rise accordingly – 70% of employees are more likely to stay for a minimum of three years with a positive, structured onboarding experience.
What are the 4 Cs of onboarding?
First presented by Talya Bauer and the Society for Human Resource Management (SHRM) in 2010, the 4 Cs of onboarding have become a respected, practical framework for organisations to follow.
1. Compliance
This includes all the practicalities of integrating new hires, such as doling out equipment, completing paperwork, and informing about health, safety, and security procedures.
2. Clarification
This covers expectations, clarifying the specific tasks a new employee is expected to perform and going over how to perform them. It also clarifies any important rules and policies that the new hire should be aware of.
3. Connection
Beyond practicalities, successful staff onboarding will foster a sense of connection within the organisation. New employees should have the chance to engage with coworkers to better understand how they fit into the organisation.
4. Culture
A strong brand identity and corporate culture is built by individuals, so it’s imperative that each new addition to the team understands the organisation’s values and story.
What are the steps in the onboarding process?
Onboarding new staff is an ongoing process. Here’s a general overview of the phases involved.
Phase 1: Pre-boarding
Bombarding a new employee with information on the first day can be overwhelming. Instead, get started about two weeks before their start date with the pre-boarding phase. Set up relevant email accounts and send an overview of information for perusal.
Phase 2: First-day orientation
The first day of onboarding should cover all the basics, from an office tour to meet-and-greets with fellow team members. This is the day to complete official paperwork and ensure compliance.
Phase 3: Training tasks
Throughout the first few weeks, start new hires off with sample tasks, increasing over time in complexity. Many companies assign a mentor or partner to answer questions and forge connections.
Phase 4: Integration
Depending on roles and responsibilities, it can take up to a year for a new employee to fully settle into a new role. However, after the first month onboarding should focus less on training and more on self-driven integration. Managers should give feedback to assist this process, with regular check-ins and ongoing support as needed.
Strategies for improving new hire integration
For a more seamless onboarding process, careful planning is essential. Here are a few strategies to implement.
Use a structured approach
Consistency leads the way with new hire integration. A top strategy for improving integration is following an organised approach to onboarding. With all new hires following the same processes, you can ensure they have access to the shared tools and knowledge needed for compliance.
Integrate onboarding software
With the rise of remote work, onboarding software offers a streamlined way to bridge the gap between in-person and virtual processes. The best tools can automate document management, training, and compliance, all from a central location to link up HR processes. And with a digital record, employees can review materials as needed.
Utilise peer-led support
In addition to mentorship, consider using a job shadow system as part of the onboarding process. Shadowing a colleague performing similar roles gives them the chance to ask questions in real time, while feeling supported.
Incorporate two-sided feedback
Schedule regular check-ins between new hire and manager to address concerns and celebrate accomplishments. Positive feedback keeps a new hire engaged and motivated, while constructive comments allow for course correction and improved productivity.
Finally, remember that onboarding new staff should involve an element of flexibility. Each new hire is an individual, with some requiring additional support. Be willing to adapt the process within the structure you’ve created.
How LinkedIn enhances onboarding
Successful onboarding starts with using LinkedIn to find candidates who will be a natural fit for your organisation. With Company Career Pages, you can showcase cultural insights and values.
Generative AI offers another way to enhance the onboarding process, automating administrative tasks and sending tailored messages to candidates. LinkedIn Recruiter offers a wealth of AI features, while AI-powered coaching from LinkedIn Learning tailors training to different learning styles.
Onboarding new staff: the bottom line
Staff onboarding requires a delicate balance between compliance and engagement. A streamlined process ensures compliance by delivering all required documents and paperwork using onboarding software.
Then, companies can focus on making new hires feel more engaged with team-building orientation sessions. With the right balance, your new employees will have everything they need to hit the ground running from day one.