Onboarding done right

Onboarding is one of the most important processes in recruitment because it is the first impression that the new employee gets from his team and superiors. However, LinkedIn studies found that 22% of companies omit this process altogether. It is one of the most important points in terms of employee retention. Here are some facts:

• 69% of employees stay at least 3 years if they have a good onboarding experience.
• 20% of staff turnover takes place in the first 45 days.
• 60% of companies fail to set milestones or goals for new employees

Onboarding is not training

Many companies have a training but no efficient onboarding. In training you learn the specific tasks of the position and in onboarding you get to know the company and your colleagues. This is an important part of employer branding and should not be ignored. Workers who have been comfortable since day 1 are the best campaign to find new employees.

Onboarding starts with the contract signature

A good onboarding does not start with the first day of work. It can well be weeks or months between the contract signature and the first working day. Anyone who stays silent about themselves during this time as an employer or HR manager misses a very great opportunity to retain a loyal employee.

It can be as simple as an e-mail that shows you how the first day will be or introducing the new colleagues. Even a quick call from the manager or direct supervisor can do much to make the new colleague feel like he belongs.

The preparation

In addition, you should make sure that the basics are fully operational. It would be best to have the devices such as the computer, telephone, e-mail accounts and access cards already completed a few days before the first day of work so that the new colleague can start directly. Hustle and bustle, because the computer is not working or you can not work because of a lack of access, should be avoided at all costs, so that the employee can feel directly comfortable in a professional environment.

The get-to-know

In the LinkedIn study, 96% of over 14,000 respondents said the most important thing is to get to know the supervisor in a one-on-one interview. In general, on the first day, a lot of emphasis should be placed on the new employee learning to know the teams he works with directly. Here you can directly install a mentor who accompanies the new employee in the first weeks. Here a direct team spirit is transmitted, which lasts for years.

Continuous feedback

If you want to know what the new employee thinks, you just have to ask him. Continuous feedback helps the company to correct errors and provides a trusting basis for future cooperation.

Be unique.

After a while, onboarding stops, but the relationship created by it is far from over. Celebrate first successes with the new colleagues or make a surprise party for the 100th day in the company. Create a special video with the new colleague for the Instagram account from the company. Workers who value themselves are also more productive and loyal.