onboarding process

Are You Avoiding Costly Mistakes in Your Onboarding Process?

How to Make Your Onboarding Process Effective and Efficient

onboarding processHiring new talent is expensive, even before the new employee walks in the door for their onboarding process. The time and resources spent interviewing and screening candidates to get to the right one has already cost you a great deal, but training and orientation can be costly, too.


You can refine your onboarding process and retain your talent by avoiding a few costly mistakes that are ineffective and make it less likely that your new employee will stick around.


Don’t get started too late. Your new employee walks in the door for their first day of work, and they are inundated with paperwork, company policies and training sessions. You may have just quashed any enthusiasm they had for their first day on the job. Instead of learning about their exciting new role, they are forced to regurgitate personal information and learn about vacation and personal days, topped off by orientation videos.


Instead, find a way to package this part of the training and orientation so that your new employee can complete it before they come in that first day. Simple online forms can be set up to capture personal information, as well as provide access to policies and orientation videos. This way your new employee can spend the first day doing what they can’t on their own: getting hands-on exposure to their new job and interacting with their new coworkers.


Get away from relying so much on paper. If you are still using hand-outs and employee handbooks for your onboarding process, it’s time to go digital. Keep important information easily-accessible on your company website and allow employees to print any forms they would like to study more carefully, but there is not reason to give employees a hard copy of every piece of information.


Focus on the right information. Your employee may finish their first week with a clear understanding of benefits, company policy and the offerings in the cafeteria and still have little idea what is expected of them in their position. Make sure that your orientation and training involve clear and detailed information about what role the employee will take in your company.


Give your employee an opportunity to give feedback. A critical and costly mistake is the failure to assess an employee’s experience of your onboarding experience. They may feel isolated and confused during the orientation and training without an opportunity to ask questions. Make it a part of your process to check in with your new hires to see if they are learning what they need to know to do their job.


Before you get to the onboarding process, there’s one more cost-savings step you can take to significantly impact your talent retention. Using a behavioral assessment like the Predictive Index gives you reliable information about how a person would fare in a particular role. You get objective information about the candidate’s motivations and tendencies, allowing you to accurately predict how they will perform in a position and fit with your company culture. Call the PI Consulting Group to find out more about the Predictive Index.