Companies and organizations complete their recruitment cycle when the job vacancy is closed. In other words, this means that they found their perfect 'match' and hired the person. Everyone is happy, of course, a win-win situation goes both ways, right?
To proceed with that 'good vibe tempo,' we must look further than what meets the eye, and interviews and meetings won't do it. Somehow, they are not enough to maintain a good impression that could turn into long-lasting relationships. And why is that?
Put yourself in that person's shoes for a second. Can you imagine getting hyped around your very first working day at your new desk with positive expectations and returning feeling confused, neglected, and unaware? Did you know that only 2 % of employees are familiar with the company's business objectives, regardless of how long they have been working there?
Gallup found that only 12 percent of employees strongly agree that their organization does a great job of onboarding new employees.
According to Digitate, employees who had a negative onboarding experience are twice as likely to look for other career opportunities in the future.
58% of organizations say their onboarding program consists of processes and paperwork. The best employee onboarding programs are structured and strategic, rather than administrative, with a focus on people, not paperwork.
According to HCI, 87 percent of organizations that assign an ambassador or buddy program during the onboarding process say that it's an effective way to speed up new hire proficiency.
A buddy program is relatively easy to implement—and it's free! Just match a seasoned employee with your new hire, and request that they check in once a week for the first month, and 1-2x per month after that, to make sure your new hire is acclimating to their new environment.
Obtaining a qualitative and efficient onboarding process indicates that you have a consistent application that serves you as an employee onboarding solution.
When searching for a good on-boarding platform, make sure it provides help and guidance towards reducing your manual tasks to automatic processes in your essential areas.
Here is how we might be able to help you pinpoint and conceptualize your onboarding method with four tips to look into:
- Define and customize your layout
Think of your organization as a whole, and try to highlight the areas or the sections that are most important to you and your new colleague such as:
- Welcoming message
- Who you are & what you do
- Your values and policies
- The role & team
- Benefits & compensation
- Office necessities
- And much more (it depends on you)
Once you name the sections, the next thing to do is add content in them.
- Define and create content inside the sections
Here is where it gets creative and exciting! You can create your content in all forms, so don't limit yourself to text documents only, think around what is more visual to the eye. Videos, interactive presentations, images, tasks, and much more! Play around it. It is supposed to be fun and illustrative 😉
Pro tip: Make it short and straightforward, especially in those areas where you don't need many contexts.
- Assign a co-trainer
It is always better when you have a person to turn to for constructive feedback. Developing and updating an onboarding process is indeed a complex and demanding routine that needs effort and systematization. And because of that, it is reasonable to hit some rocks here and there and meet some setbacks.
However, a little guidance from another person would change the speed of your onboarding directions. By assigning a co-trainer, you can ask for advice, require some recommendations, and see what happens with the feedback!
- Prepare a survey
When you are close to the end of the final version of the onboarding process, test it between your people. Afterward, create a study based on their UX and analyze their feedback. If the statistics are right, that means that you're on a good path! There is always room for improvement, collaboration, and engagement within the team to design the best out of it.
The most innovative companies understand that building an effective onboarding program is an ongoing process. Whether you're just starting with your plan or you're a master veteran, we wish you the best of success!