Get the Most Out of Your Onboarding Process
It takes time, money and energy to find qualified personnel to work alongside your current team members. It can be
quite disheartening to see them leave within 90 days of being hired. Rather than suffer through this continuing retention problem, organizations are refining their onboarding process to keep top talent longer.
The onboarding process addresses the first impression that is so important to keep your employees from leaving prematurely, but it also touches on ongoing issues that need to be addressed months into employment.
Refining your onboarding strategy makes a difference, as is evident in the outcomes those who have done it can show. According to a report from SilkRoad Technology, 94% of decision-makers believe onboarding is the key to employee development, yet there seems to be some disparity in what they know will help and what they actually do to implement solutions that affect change. Here are some findings from decision-makers in the report:
- 78% say onboarding can address issues beyond those affecting new employees
- 96% say existing employees should benefit from the onboarding process
- 77% noted that onboarding programs are more geared toward new hires than for assisting employees in making transitions
- Only 11% say their onboarding for new hires is continuous
Moving from what has proven to be successful and implementing it should be a top focus for your organization. Consider the following in your strategy for 2020:
- Make managers a more integral part of the onboarding process
- Initiate the onboarding process long before the new hire steps into the office
- Integrate your ongoing education efforts with your onboarding program
- Set performance benchmarks so success can be measured along the way
- Concentrate on getting your company culture out there early and in everything you do
- Paperwork, while important, shouldn’t be integrated into the onboarding program
- Mentorship programs can be helpful in instilling confidence in new hires
You also have to consider that you could be hiring the wrong people for the job. They often look great on paper and interview well, but there is a disconnect that becomes evident shortly after coming on board.
A key way to address these challenges is to utilize the Predictive Index method. This is a process that involves giving your applicants a behavioral assessment, which can offer revealing facts that are otherwise difficult or impossible to ascertain through traditional means. The assessment is a fast and easy process that can give you the data you need to retain your top talent.
At PI Consulting Group, we’ve helped many companies in a variety of industries refine their onboarding process by helping them identify the right people for the roles in the first place. Contact us and let’s discuss our process.