Have You Implemented a Strategic Onboarding Process for New Hires?

Over One-Third of Companies Surveyed Have no Onboarding Process at All

Your onboarding process gives your new employee an important first impression of your company. They’ll beonboarding process forming an opinion based on how organized training is, whether they met the team they’ll be working with, and if they felt like they had an opportunity for their questions to be heard during orientation.

Whether your onboarding process is simply a few shuffled papers and issuing a nametag, or you have a well-developed strategy for bringing new employees into the fold, it’s always good to evaluate your process and watch for opportunities to improve it.

A recent survey by CareerBuilder found that many companies lack any kind of structure in their onboarding process. Respondents said that not having a structured onboarding plan led to several problems for their company: 16 percent cited lowered productivity, 14 percent said it led to inefficiencies and 12 percent said it resulted in higher turnover.

These numbers make sense, because an employee that hasn’t been properly trained would naturally struggle with efficiently completing company tasks and might feel less loyal to a company that didn’t get them ready to do their job.

Respondents also mentioned lower employee morale, a lack of trust in the company and lower confidence levels as additional consequences of not having a process in place for helping employees get started.

For those companies that do use an onboarding process, there’s a wide variety of ways to do it. Almost half of the companies that have a plan for onboarding do a general overview of business processes, and approximately 45 percent offer individual training, sometimes with ongoing goals and objectives. About 43 percent introduce their new hires to key team members in the organization and approximately 42 percent receive an introduction to the company’s culture.

Some companies really make an employee feel welcome and have them ready to roll in their new job. About 30 percent coordinate a full team welcome, make sure the new hire has a workstation and technological resources ready to go when they arrive and discuss with the employee how their role fits with the company’s wider objectives and goals.

The research also demonstrated that among those companies that do have an onboarding process, there are benefits to increasing the technological investment in employee training and orientation. HR team members might spend three or more hours per employee gathering information and processing forms. Much of this could be done electronically, before an employee has their first day on the job.

Companies that invest in technology to support their onboarding process should include behavioral assessment in that investment. Knowing and understanding a new hire’s behaviors and motivations are helpful in training and developing that employee. It can also help you envision the future roles and promotions for a particular employee and inform their professional development strategy.

Want to learn more about how a behavioral assessment can improve your onboarding process? Make an appointment to talk with our team at PI Consulting Group. We’ll help you design an onboarding process that improves productivity and employee retention.