The employee onboarding process is the totality of activities involved in the integration of new employees in the company and its culture. It is a process of familiarizing the employee with their new working environment and providing them with the tools and information needed to become a productive member of the team.

Onboarding new employees is a strategic process that lasts at least one year. Human resource and staffing experts suggest that how employers handle the first three months of a new employee’s time with them is crucial to ensuring high retention.

Employee onboarding is usually very easy to implement in the workplace that any organization can implement an effective onboarding program.

The organization should leverage technology wherever possible and give new employees early access to information.

Some key questions that need to be answered before implementing a formal onboarding program are:

  • When will the onboarding start?
  • How long will it last?
  • What impression do you want new employees to walk away with at the end of the first day?
  • What role will Human Resource play in the process? What about direct managers? Co-workers?
  • What are the set of goals for your new employees?
  • How will you evaluate the onboarding program?

Reasons for Proper Onboarding

1. Reduced Labor Turnover – The total cost of replacing an employee is expensive. According to SHRM “The estimated total cost associated with replacing an employee ranges between 100-300% of the individual’s salary”.

When a worker quits, other employees need to do more work thereby costing the organization time and resources.

Organizations that invest in an effective onboarding process tend to save money and other resources by retaining 50% of new employees.

2. Competitive edge – The lesser vacant job positions in an organization the higher the rate of productivity. The employees feel satisfied with their jobs. This gives the company a competitive edge of losing its employees to competitors.

3. Workforce Compliance – Onboarding ensures workforce compliance from day one. The compliance training the employee undergoes during onboarding sets the tone for the employee’s experience in the workplace.

4. Provides Information For New Employees – Onboarding provides new employees with the necessary information they need to do their jobs efficiently and effectively. The onboarding process is an opportunity to clearly spell out fundamental expectations. Onboarding is what transits the objectives of the company to the new employees.

5. Maintain Organizational Culture – Onboarding is the tool through which the organization can clearly state its mission, values and unique characteristics.

Onboarding also shows new employees how they can interact with and influence the culture through their actions and attitudes at work.

Steps To A Successful Onboarding Process

Here are the important steps to be taken for a successful onboarding process:

Step 1: Call the new employee to confirm the start date, time, dress code, and place. Also, send a reminder telling them to come along with any important document to fill out forms on their first day.

Step 2: Prepare onboarding and or orientation packs with company information, employee handbook, benefits information, job description

Step 3: Assign required reading so that the employee can get up to speed on what’s happening in their job role and the company

Step 4: Prepare onboarding forms for the employee to complete

Step 5: Pre-schedule meetings and add these to the employee’s calendar

Step 6: Liaise with supervisor and prepare the employee’s first assignment

Step 7: Prepare a training and development plan to be discussed with the employee

Step 8: Assign a buddy or mentor to assist the employee with any job-related questions or issues they may have during onboarding

The onboarding process is the perfect time for employers to create a powerful and lasting connection with the new employees.

The onboarding process helps to connect the employees both new and old on personal and emotional levels.

It is a crucial step for managers to develop members of their team, instill institutional knowledge, and lay the foundation for future organizational leaders.