Why You Need a Structured Onboarding Process

Why You Need a Structured Onboarding Process

If you’re an HR professional, or have ever been involved in your organization’s recruiting process, you understand the frustration that comes along with hiring a new employee. Interviewing multiple candidates in quick succession can often be both physically and mentally draining. With that said, the real problems begin revealing themselves when it gets to the onboarding process.

The way in which you onboard a new employee into your organization has been proven to make a  serious impact. With that in mind, when was the last time you evaluated your employee onboarding processes? Probably not recently. According to Aberdeen Group, only 32% of organizations recognize the importance of a formal onboarding process. An Allied Workforce study also revealed that 35% of companies have spent zero dollars on employee onboarding.

Organizations must pay more attention to their onboarding process, as it plays a huge role in engagement, retention, and productivity.

Engagement
Employee engagement is incredibly important for an organization looking to grow and expand. However, a recent study by Glint found an eye-opening link between poor onboarding experiences and employee engagement. According to the study, new hires who reported a poor onboarding experience were eight times more likely to be disengaged at work. Glint also revealed that 40% of employees who experienced poor onboarding reported feeling disengaged three months into their employment.

These statistics confirm how poorly onboarding an employee is detrimental to an organization. All of the time spent recruiting the perfect candidate could all be wasted during the onboarding process. In addition, disengagement is infectious around the office. If one employee is disengaged after being poorly onboarded, there’s a high chance that the new hires peers will follow suit.

Retention
Holding on to top performers is essential in today’s environment, especially in industries like Health and Human Services where demands for services continue to increase at a record pace. A structured, efficient onboarding process has been known to seriously boost retention rates. Brandon Hall Group recently found that a strong onboarding process can improve new hire retention by 82%.

By providing new hires with a pleasant, stress-free onboarding experience, they’ll have a much better first impression of your company. As we’ve been told countless times throughout our lives, first impressions go a long way. A poor onboarding experience could make new hires question their employment decision and be more open to entertain other opportunities.

Productivity
An unproductive employee is a waste of time, money, and space. For an organization to be firing on all cylinders, all employees need to be producing at the highest level, working towards organizational goals and objectives. Brandon Hall Group also found that executives that assimilate new hires into their organization through a strong onboarding process see a 70% increase in productivity from the new member of staff.

Now, imagine spending countless days onboarding candidates with great potential, only to see them be ineffective their first few weeks on the job. Not only would you be frustrated, you might unfairly blame the new hires and rethink why you hired the candidates in the first place. A structured onboarding process would eliminate these frustrations and allow your hires to reach their full potential faster.

Onboarding should be an exciting time for new hires and your organization. Unfortunately, too many executives neglect this process and continually find themselves scratching their heads, wondering why the candidates they spend so long recruiting aren’t performing as expected. Setting aside time and a budget to create a well-structured, efficient onboarding process can dramatically improve the quality of work your new hires produce and keep them at your organization longer.

This DATIS Blog was written by James Clark, DATIS, on May 30th, 2017 and may not be re-posted without permission.

Written by James Clark

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