When is the last time you reviewed your new-hire onboarding program? Just like all human resource programs, onboarding strategies need to change and evolve based on the survey results of those who have completed the program.
Onboarding programs are important for many reasons, including employee retention. When employees go through structured onboarding, they are 58 percent more likely to remain with the organization after three years, according to a Wynhust Group 2007 study.
Successful onboarding programs have many components, but one of the basics is to have an organizational understanding of the differences between orientation, training and onboarding. Onboarding involves more than orientation and training, it introduces the new hire to corporate culture and values. Here are three effective onboarding strategies that will ensure immediate results.
1. Plan & Optimize
Planning for your new hire’s first day is critical. Whether it’s your new hire first professional job or they are a tenured professional, how they are greeted and treated on the first day will be their first and lasting impression.
Creating a new-hire onboarding checklist to help the hiring manager will ensure nothing gets forgotten, like setting up credentials, ordering and testing technology, etc.
You can optimize many of the mundane aspects of onboarding through human resource portals, including documentation collection, review of compliance and company policies and other necessities of bringing on a new hire. Many companies encourage employees to complete this prior to the first day of work, allowing everyone’s time to be used more effectively.
Matching the new hire to an appropriate mentor will help them understand and appreciate your company’s culture. It also provides them a point-person for non-HR or departmental questions.
Mentoring programs that are most successful continue for several months. They start out with a higher level of involvement and reduce to weekly and monthly check-ins as time progresses. Becoming a mentor should be a privileged role that is offered to employees who are invested emotionally in the company and have a high level of emotional intelligence and compassion. Mentors need a strong knowledge of company policy and values, and should lead by example.
3. Get Social
Employees who make authentic connections at work have higher retention rates. Social interaction with other employees is essential to feel a sense of belonging. An employee who genuinely feels part of the corporate community will be less likely to consider leaving your company in the future.
Attracting and retaining top talent is tough in today’s highly competitive job market. ASB Resources delivers staffing results by finding top talented professionals that fit with your business objectives of contingency staffing, contract-to-hire, permanent placement or off-shore talent sourcing.
Learn more and connect with the experienced and professional recruiters at ASB Resources. Contact our staffing specialists today.