The vast majority of new employees know whether they feel settled in their new role during the first three weeks of employment.
Therefore, having a good onboarding process (or virtual onboarding process) will play a key role in your long-term people strategy and help you retain your best people while keeping them more engaged.
When done properly, good onboarding can be both time-consuming and expensive, so selecting the right people from the start can help make the process much simpler and efficient. By using psychometric assessments, such as personality questionnaires or cognitive ability tests, businesses can more easily understand how a candidate fits into their organisation and receive guidance on their strengths and motivations to help managers know how to get the best from them.
What is onboarding?
In recruitment onboarding refers to the act of inducting a new hire into the business. Onboarding can play a key role in helping your new employees to feel more settled and engaged with their new job.
This in turn helps them to feel more motivated and confident in their new-found responsibilities. Usually, onboarding can last anywhere between a few weeks or months, depending on the position in question.
Whats the problem?
The cost of poor on-boarding doesn’t just affect your employees. It has huge impacts on your bottom line. Companies that leave on-boarding to chance often experience failure rates of 50% when it comes to retaining new talent.
Around 22% of organisations spend no money on onboarding
88% of employees did not think they had a great onboarding process
Onboarding processes are often inconsistent across roles within the same business
Does onboarding matter?
The benefits that can be gained from having a good onboarding process speak for themselves
Employee retention improved by 82%
Employees more likely to still be with the company after 3 years
Employees gain full proficiency 4 months faster
54% more engaged in their role
Ultimately good onboarding is good for your business!
Effective onboarding establishes the relationship with the employer. Truly great onboarding, however, is psychological.
By utilising the power of psychometric assessments in the initial recruitment process, recruiters can build a much better picture of their candidates and what makes them tick.
Understanding your new hires preferences, how they like to work, like to be managed and respond to everyday work stressors means onboarding can be tailored more effectively to each employee. Allowing businesses to get more from their people.
But just how do you use psychology to deliver a good onboarding process?
The Clevry Onboarding Report
The Clevry Onboarding Report displays the strengths that your new hire will likely demonstrate at work when they feel motivated and engaged.
The report goes on to provide guidance and ideas on how you can appeal to their personal style, values, and motivational drivers during the initial onboarding phase. This will help to keep them more engaged and feel more at home when they start in their new role.