Recruitment (hiring) is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Employee onboarding is the process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team.
Employee Onboarding refers to the process of welcoming and equipping new employees in a way that helps in improving overall retention, productivity and growth of the organisation. It is much more than a standard induction process. This process aims at molding & fashioning employees to become familiar with their new workplace in a structured and timely fashion and bringing them “on board” with regard to company culture, understanding of job function and overall comfort level.
Overview and Purpose
Employers and recruiters are beginning to see that a quick initiation to the job is not an effective way to achieve employee competence and understanding. In order to cultivate a workplace in which employees have clarity regarding every aspect of their role, perform their tasks well, feel welcome among their peers and possess adequate job satisfaction we need to invest in an onboarding program that meets a variety of needs. A good program, by most standards, helps new employees to feel welcome on the job and helps the new employee be up to speed to become productive in their positions. The ultimate goal of a structured long term onboarding program is to achieve improved productivity, engagement, growth and retention among new hires .
Outcomes and Objectives
Making new hires feel valued at the organisation is a step in the right direction. We need to help them to achieve an understanding about the ways in which processes are carried out in the organisation. Onboarding process should provide an understanding of the values and characteristics that are aligned with corporate culture. Thus, new employees are better able to immerse in the corporate culture and build social connections with their co-workers and integrate faster. The shift is easier and also helps the employee connect to the vision, purpose and bigger picture of the organisation. Expectations are set at the offset during onboarding and training so that employees are fully aware what is expected of them and the key performance indicators they are required to meet. The whole exercise imparts a sense of competency and confidence among new hires. It lessens misunderstandings that can lead to frustration and resentment, which are issues that frequently cause hires to resign early on.
Components of Successful Programs
In order to build a successful new hire program, there are certain elements that should be included. A clear insight into the company and the different divisions within the organisation is of primary importance. This step provides an overview of the company mission, the values of their department, a presentation of key players and their role in the big picture of things. There should also be inclusion of the policies and procedures that apply to the company at large and to the employee specifically. Sharing important points such as compensation plans, affirmative action, hostile work environment and complaint resolution process is a good start toward ensuring hires are aware and that they feel their rights are valued. Finally, don’t neglect to include those administrative items that can sometimes become pesky afterthoughts. Examples include such details as communication processes for handling things like inclement weather, overtime pay structure and important contact numbers, as well as obtaining critical information from the employee like emergency contacts.
These guidelines are a start for creating your own workplace development process, as it should be tailored to the needs of your organization. Onboarding has proven to be an effective means of improving employee satisfaction and retention.
The onboarding process from start to finish with a new hire is critical, right from pre-boarding, the first day through the first month, to the successful completion of their first year. With an aim towards helping the new hire succeed and providing the guidance necessary for new hires to successfully integrate to the new workplace, we provide critical inputs that give a step-by-step guide and checklist for HR managers to manage this process.
The benefits of a sound onboarding process applies to not just the employee, but the manager and the company.
The costs and numbers involved in employee turnover makes sense only for managers and companies to look into the process of onboarding with more vigour. About 33% of new hires lookout for a new job within 6 months of joining. New hire cost averages around $65,000 and the learning curve to full productivity can take upto 5 months of full employment. It is estimated that even a $8/hour employee can result in a company around $3,500 in turnover costs, both direct and indirect. This makes developing and investing in a sound onboarding process imperative.
Research and experience point out that on an average an employee takes upto 90 days to prove himself in a new position. People are very excited and quite vulnerable when they take new jobs, so it’s a time in which you can have a big impact,” Michael Watkins, author of the bestselling book, The First 90 Days. “Often the people who get the least attention are those making internal moves,” says Watkins, but those transitions, “can be terribly challenging.” Here’s a guideline to helps you build and develop your onboarding process within these first and crucial 90 days