Conquer the Great Resignation With This Onboarding Process

Did you know that only 12% of employees think their business does a good job of onboarding new employees? Given that the onboarding process establishes the tone for a team member's time with your firm and directly influences retention rates, it is understandable why employee engagement is dropping amid the "Great Resignation." Employee onboarding entails a series of carefully thought-out steps to make sure your new hire is familiar with the values and goals of your company, understands the responsibilities of their position, receives the knowledge, skills, and resources necessary to perform them, and feels included and welcomed as a member of your team. keep your crew on board by taking the following actions:

• Your employer branding should come first: The onboarding experience is related to your employer branding, which encompasses your website, social media accounts, and online presence in general. What impression do you provide a candidate when they find you? Is it a true reflection of who you are in reality? Your job posting reflects your employer branding as well. Highlight all the good qualities that make your business a terrific place to work when you are writing the posting. What advantages do you provide? Review the job description and the application process to make sure it is neat, clear, and straightforward before clicking "publish."
• Make the hiring process, from the interview to the offer, candidate-centric: As soon as you've chosen a candidate to interview, keep all lines of communication open. Discuss pay, benefits, accrued PTO, and other topics in an open and honest manner. Next, maintain a pleasant attitude throughout the interview process. Give the applicant a tour of the workplace if the interview will take place there. Show them the workspace, the locations of the break rooms, and the parking spots. Use this onboarding stage to solidify the candidate's connections to your company and develop loyalty before extending an offer. If you make a verbal offer that is conditional, you should send a formal offer letter as well.
• Get the Welcome Phase right: Get a head start on some of the more time-consuming or tiresome "first-day" duties, such as filling out paperwork (such the I-9 form) and setting up the new hire's computer, software access, and workstation, during the welcoming phase. Make arrangements in advance to provide any necessary tech equipment to your hire if they work remotely.

Ensure a Good First Day

Avoid overburdening your new recruit on the first day and take care not to jam too much in. Aside from the employee's management, one of the best first-day onboarding strategies is designating a "buddy" or "mentor" for your new worker. The buddy should be a peer with some experience who is familiar with your culture and routines. If your new employee has general questions about life and work, they can feel free to ask their buddy.

Create a 90-Day Plan

Many professionals view the initial 90 days of employment as part of onboarding. Check in frequently with your new hire during this crucial time period. Don't just inquire, "How are you doing? " or rely on your memories. via instant messaging. Plan 1:1 meetings instead, and come prepared with questions to find out how the employee is doing. The best days for manager check-ins are days one, seven, fourteen, thirty, and ninety, though 1:1s should take place as necessary. Discuss your objectives and goals throughout these meetings.

Last Words

The onboarding process starts even before you publish your job posting, so keep in mind that it is exactly that—a process. Adopt a methodical strategy that is transparent, effective, empathetic, and feedback-rich. Giving new employees a five-star onboarding experience can help you keep team members who are productive and devoted to your business in an era where employee turnover and disengagement are frighteningly high.

If you want to develop yourself more in the hiring process, you can check our Employee Onboarding training program