What is onboarding?

What is onboarding?

In recruitment and HR the term ‘onboarding’ refers to the act of inducting a new employee into the business. Onboarding plays a vital role in helping your new hiresto settle into their new role and feel engaged, motivated, and confident in their new-found responsibilities.Usually, onboarding can last anywhere between a few weeks and several months, depending on the specifics of the role.

Add the finishing touches to your recruitment process

A well thought out onboarding process can be the difference between new hires being left feeling overwhelmed or disengaged and thriving in their new work environment. Recruitment should not only encompass selecting the right candidate for the role but follow through past their first day.

A thorough and structured introduction to a new position avoids premature resignation by sparking high levels of engagement and productivity early on.

Onboarding activities

• Office tour

• Meeting colleagues & wider team members

• Leadership/executive meet and greet

• On the job training

• Learning about job perks and benefits

• Companyand IT policy training

For top tips on improving your onboarding process, keep on reading. You will also find information about our tools, designed to make the final stages of your recruitment process streamlined and informative.

Benefits of good onboarding

Poor onboarding is an expensive process. It affects not only your employees but costs you as a business. Research by Glassdoor found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

Costly replacement

To replace an employee, an employer will need to spend an average of 16–20% of that employee’s salary.

Productivity up

32% said they would have gotten up to speed faster if they’d had clearer goals and knew what was expected of them.

Engagement up

69% of employees are more likely to stay with a company for three years if they experience great onboarding.

Committment

A negative onboarding experience results in new hires being 2x more likely to look for other opportunities.

Tips for onboarding new hires

First impressions count

You only get one chance to make a first impression so make sure their first day is one to remember.

Cultivate new and lasting relationships

Starting a new role can be a daunting experience so try to ensure your new recruits get to meet as many colleagues as possible after they’ve been hired.

Encourage better leadership

Having more detailed information about new hires allows managers to make better informed decisions.

Be consistent

Extending the process throughout the first year (and beyond) with regular touch points to monitor their progress and set new goals.

Set expectations early & often

Reduce confusion and increase employee engagement by ensuring everyone understands what’s expected of them from the off.

Utilise psychometric data

Our onboarding report provides tailored information on each new hire, meaning managers can give instructions that suit their motivations and needs.

Clevry make onboarding easy

Our onboarding report uses an individual’s responses to our personality questionnaire to generate a report that outlines their preferred ways of working, including their strengths and motivations, so that you can get them off to the best start in their new role.

Theonboarding report advises managers on how to use an individual’s strengths and preferences in the workplace, based on their responses to our questionnaire, to help maximise their performance and employee engagement. It helps employers and managers get the most fromyour new employees, and helps to moreseamlessly integrate them into your team, and help you demonstrate your commitment to them by providing a structured baseline for your onboarding process.

This provides line managers with onboarding advice, tailored to the individual needs of their new hire. The report can be used as a tool for the manager themselves, or as a springboard for discussions with the individual to set their own targets and goals, and outline what you expect of them.

If you’re interested in reading more about how to improve your onboardingprocess or virtual onboarding, then head over to our blogfor more information, or visit our contact page and get in touch.