Is Your Onboarding Process Up to Snuff?
Tuesday, November 4, 2014
Job openings are at a 13-year-high and unemployment is down. The balance is shifting, and with a tightening labor market, there are talent shortages in key areas. So now it’s become a battleground for organizations not only to recruit employees but also maintain them.
Across the board, new hires are more engaged. They come to the company full of energy, enthusiasm, and ideas. The SHRM Foundation reports that “25% of the US population experiences some kind of career transition each year,” but half of all hourly hires leave within four months, while half of all senior hires leave within 18 months.
Employee turnover costs companies millions of dollars each year, so implementing a robust onboarding program for new hires is a key way for organizations to recruit and keep those employees, reducing costs, and boosting employee loyalty and engagement. With some solid employee engagement activities, your organization can capture the hearts and minds of new employees to ensure they stick around and contribute their full potential.
So let’s back up. What, exactly, is onboarding?
Onboarding is the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.
In HR departments, there are four Cs of onboarding: compliance, clarification, culture, and connection.
Over the next few posts, we are going to be discussing implementable ways to approach each of these key components of an organization’s onboarding process. Your organization must embrace sophisticated tools and implement employee engagement activities to help new hires adapt to new positions and fall in love with their company. Let the battle begin!
- Compliance is the nitty-gritty of any job: legal information, paperwork, workplace regulations, tax-forms, badges, e-mail accounts etc.
- Clarification is an employee’s job requirements, expectations, norms for completing responsibilities, how things are addressed at the workplace internally and externally, and each employee’s understanding of those essential tasks.
- Connection refers to the interpersonal relationships, support team, and networks a new hire has and/or establishes with other employees within the organization.
- Culture is the personality of the organization. Just as each individual has her own personality and history, so, too, does each organization. New hires need to be able to understand and interpret the culture of their new place of work to contribute successfully to it.
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