Hiring Isn’t Easy, But a Poor Onboarding Process Can Make it Worse!

Which scenario sounds better to you?

1) An employee comes in for his first day on the new job and already has his phone line, computer or other equipment set up, complete with username and login. His email account has been set up, his access badge is ready, and he has full access to the appropriate databases or user groups. And to give it that personal touch—multiple departments across the organization have already been notified of his arrival and are ready to welcome him. The first few days on the job include an orientation session and an open-door policy for any questions left unanswered.

2) The employee comes in for his first day and spends a few hours filling out paperwork alone while harried managers perform other tasks. When taken to his new workspace, he discovers that the computer can’t be accessed and there are no directions for setting up or using the phone system. After a quick tour of the facility, you hand over an employee handbook and suggest they read it while waiting for tech support to take care of their computer and phone issues. Then wish them luck – they’ll need it!

Which employee do you think is going to feel better about working at your company, the one in the first scenario or the one in the second?

According to a recent survey, 52 percent of new employees prefer a structured and organized onboarding process, as well as continuing on-the-job training. They also want an onboarding process that helps them reduce the learning curve and become a contributing team member more quickly.

“Onboarding is more than just the first day or the first week, so having a set process that extends beyond that is critical,” says Ryan Sanders, chief operating officer and co-founder of BambooHR, which commissioned the survey. “For new hires, there’s a learning curve and a ramp-up time when they don’t feel productive. If the company has everything organized, strategized and streamlined, they feel like the company wants them to succeed and ‘has their back.’ When that’s the case, their performance is greater and their satisfaction and loyalty increase, too,” he says.

It’s About People, Not Paperwork

Onboarding and orientation for new hires is really about socialization and acculturation, which can take weeks or even months, so don’t look at onboarding as a 1 or 2 day process. Seventy-six percent of respondents said on-the-job training is the most important aspect of onboarding, since it allows the new hire to come up to speed much more quickly. Team members have to be willing and able to provide that training.

While onboarding costs can quickly add up, it is a vital part of retaining the talent you have invested so greatly in recruiting. It has a positive domino effect, ensuring that new hires feel welcome and prepared in their new positions, and giving them the confidence and resources to make an impact within the organization.

Any questions? Just ask the team at Triumph. We’d be happy to tell you how we’ve set up successful onboarding programs for our clients.