Generally, businesses view the recruitment and selection process as some of the most difficult parts of securing top talent, leading them to believe that after a candidate accepts an offer of employment and the new hire’s first day is set to begin, the hard part is over. While that is true to a certain degree, it also marks the start of a new challenge: onboarding the new hire.
Rarely is a new hire capable of coming in the door and hitting the ground running. Typically, there are additional steps that need to be taken to ensure they are comfortable in the environment, are fully added to the system, and have all of the tools they need to succeed.
A company’s onboarding process sets the stage for the employee’s future with the organization, so ensuring it proceeds without a hitch is a necessity. If you haven’t evaluated your onboarding process recently, here’s how to get started.
Review Current Practices
Sometimes, it’s hard to determine who is actually responsible for the onboarding process. Some businesses give those responsibilities to their human resources department, while others leave it firmly in the hands of the new hire’s supervisor. Hybrid approaches are also common, where HR manages administrative tasks and managers focus on the rest.
Additionally, many companies don’t have a clearly identified period for onboarding, with certain organizations only dedicating a few days to the task and others committing to weeks or months of onboarding, and there may even be variations in how the process is managed from one department to the next.
Before you evaluate your process, you must understand it in its current state. To gather vital information, you can survey managers and human resources employees to see how these tasks are being handled today. This allows you to see if there are inconsistencies regarding how onboarding is approached throughout your business, giving you the ability to move forward with meaningful change.
Define Your Process
To evaluate the effectiveness of your onboarding process, you must first define what it should entail, creating clear guidelines for everyone in the business to adhere. This creates a level of consistency and expectation, ensuring all critical steps are followed, and the proper amount of support offered to the new hire.
However, this doesn’t mean your process has to be entirely rigid. Each department may have varying needs, so a “one-size-fits-all” approach may not be ideal. Instead, define your process and allow it to function as a general framework, with room for additions based on the position the new hire will hold.
Talk to New Hires
Once your approach is defined and in place, solicit regular feedback from new hires to help identify the strengths and weaknesses in the current iteration of the onboarding process. These are the people who have had the most recent experience with the process, so their input, both positive and negative, is incredibly useful.
As you modify your onboarding process, monitor retention rates for each wave of new hires that were exposed to a particular approach, making a note of factors like their assigned department, location, and manager. This will help you determine if a change may have had a positive or negative effect, as a poor onboarding process can lead to shorter tenures, making this a valuable metric to keep an eye on.
More often than not, you committed a significant amount of time and resources to the recruitment and hiring process, so making sure your onboarding process is effective ensures your investments aren’t wasted.
If you would like to learn more about evaluating and improving your onboarding process or are looking to fill a vacancy, the professionals at Career Options have the knowledge and experience to help you succeed. Contact us to learn more about our services and how they can benefit your company today.