Drive up retention rates with effective onboarding

By

Cara Ellery

December 10, 2018

December 11, 2018

One of the most common reasons employees leave a role soon after starting is the poor onboarding experience. In this blog we explore how you can drive up retention rates with a good onboarding process.

One of the most common reasons employees leave a role soon after starting is the poor onboarding experience. Many of us will remember the void between accepting a job offer and the first day, filled only with formal requests for documents, and not much else. And a familiar experience of arriving on your first day to a general sense of unpreparedness; desk cleared at last minute, no passwords for operational systems, left to set up your own equipment; you get the idea!

So what quick and cost-effective improvements could you make that make your onboarding more memorable and effective in preparing new starters?

Set the scene of (great) things to come

The period between accepting a job offer and walking in the door is a real opportunity for you to build a solid relationship with your new member of staff. With modern onboarding platforms you can provide as much relevant information as you wish, including company handbook and policies, latest news and team introductions. New starters can even begin online training in advance. New employees join the company better prepared to make their contribution quicker and are less likely to leave the organisation in the first six months.

Identify the touchpoints in the process

Ishikawa diagrams have long been used in service and retail organisations to improve customer service. By identifying every touch point with customers, in this case, new starters, you can better understand the current experience and identify where improvements can be made. It’s often surprising how many (or how few) touch points there are, and the inefficiencies including repetition that exist unknown in the current process. Search engines are a great source of Ishikawa or fishbone diagram examples, making it easy to understand current processes and how to effectively identify and showcase potential improvements to the organisation.

Define responsibilities

An obvious cornerstone for improving the onboarding experience is identifying the key stakeholders, and ensuring everyone knows their responsibilities and importantly, when they execute their roles in the process. For example:

HR

• Preparing and ensuring all legal documents are returned in a timely manner.

• Creating welcome packs.

• Point of contact for queries that need answering prior to start date.

Line Manager

• Writing job description and objectives.

• Providing information on role, department and company.

IT

• Workstation equipment, security and passwords.

Wider Team

• Inducting the new staff member into the team and supporting them during the process, including training needs.

Prepare a perfect first day

Anything you can do to reduce those first day nerves will make for a more enjoyable and rewarding experience for your new starter.

• Arrange for the appropriate person to meet the new starter and introduce the them to new colleagues.

• Compiling a welcome pack including any security passes they may need and hard copies of some of the useful items you sent to them electronically, along with branded company merchandise is a nice touch to help settle in.  

• Ensuring equipment and workstations are prepared in advance so new starters can immediately familiarise themselves with systems and processes.

• Arranging lunch in the first week is a great way for your new starter to meet and bond with colleagues in an informal environment.

Adopt some of these common processes will help lead to happier, more productive employees who will want to stay and progress with your organisation.

Find out more about how to improve your onboarding and deliver an exceptional employee experience

To discover more about NGA ResourceLink

About the author:

Cara Ellery

Senior Product Manager

Having been part of the NGA HR family for nearly two decades, Cara works as a Senior Product Manager ensuring our software is fully compliant across the globe, has multi-lingual capabilities and works with colleagues on global employee self-service developments. Working with agile teams in the UK and offshore Cara oversees the design, tracking and delivery of business requirement documentation to the development team and manages the change process through software development, quality assurance and delivery to clients.

All blogs in:

Recruitment

RecruitmentDrive up retention rates with effective onboarding

By

Cara Ellery

December 10, 2018

December 11, 2018

One of the most common reasons employees leave a role soon after starting is the poor onboarding experience. In this blog we explore how you can drive up retention rates with a good onboarding process.

RecruitmentModern onboarding – using technology to streamline the process and prepare candidates

By

Cara Ellery

December 4, 2018

December 5, 2018

In our latest blog in the modern onboarding series we delve into the popular techniques that better prepare new starters so they can flourish and make an impact more quickly.

RecruitmentReturn on investment in recruitment software. Understand how going digital will benefit your business.

By

NGA HR

December 4, 2018

December 4, 2018

Recruitment is critical for organisational growth and strategic development in the years to come. Yet surprisingly, the UK Recruitment and Employment Confederation claim employers often underestimate the financial repercussions of poor recruitment processes. In this blog we look at the ROI in recruitment software.

Recruitment5 must have recruitment technologies HR professionals cannot do without

By

Nicholas Eaton

December 4, 2018

December 4, 2018

With the annual spend on recruitment increasing year on year (£32bn in 2017) and with workers now predicted to begin no fewer than nine roles in their career lifetime, competition for the best employees shows no signs of abating. Workers know their value with increasing candidate expectations creating the perfect storm to stress test even the most effective recruitment strategies.

RecruitmentModern onboarding - creating the ultimate candidate experience

By

Cara Ellery

November 29, 2018

November 27, 2018

With recruitment taking up a significant portion of HR budget, once you’ve found the ideal candidate and they’ve accepted your offered role, effective onboarding is an essential next step. In 2018, good onboarding ensures candidates are more prepared, make an impact quicker, and are far more likely to stay with your organisation past the first six months.

RecruitmentIs recruitment technology the key to streamlining your entire hiring process?

By

Nicholas Eaton

November 25, 2018

November 19, 2018

It takes on average 42 days to fill an empty position, more if you’re hiring for a senior role. From the point of candidate acceptance, it is thought that getting a new hire up to optimum productivity will take a further 28 weeks. Some reports even put the cost of training, temporary staff, recruitment and onboarding at a potential £30,000 per role. With businesses often hiring for multiple roles at any one time, it is clear to see how lost revenue can soon begin to add up.

RecruitmentMake your onboarding process the envy of your industry

By

Cara Ellery

November 14, 2018

November 14, 2018

Savvy HR professionals have been refining the onboarding process for several years now and the technology available for candidates and hiring managers to deliver a smooth onboarding experience is becoming more sophisticated with every update. In this blog we discuss the benefis of handling your onboarding digitally.

RecruitmentSalary is no longer enough for candidates

By

Anna Dickson

June 12, 2018

January 2, 2018

Offering a high salary to attract top talent is no longer the be-all and end-all according to our latest report.

RecruitmentWhy social media STILL isn’t your top hiring channel

By

Anna Dickson

June 12, 2018

December 13, 2017

Industry experts have been suggesting social media will become the pre-eminent hiring channel for years. But it hasn't happened yet. Our latest research 'The Art of Securring Your Preferred Candidate' sheds light on why.

RecruitmentWhy your talent pool will actually be BETTER under GDPR

By

Nicholas Eaton

December 6, 2017

December 6, 2017

With the General Data Protection Regulations (GDPR) coming into force in May 2018, is this actually an opportunity to improve your talent pools?

RecruitmentHow self-service will lead to a more engaging candidate experience (and promote GDPR compliance)

By

Anna Dickson

November 30, 2017

November 27, 2017

Are there certain aspects of recruitment software that we use today that can actually promote GDPR compliance?

Recruitment3 Things HR NEED to know about Google for Jobs

By

Nicholas Eaton

October 25, 2017

October 24, 2017

Google for Jobs could be the biggest shake up in the way candidates apply for jobs since Indeed first started scraping job boards back in 2004. Currently only available in the US, Google for Jobs is likely to roll out to the UK market in the coming months. So what is it, how does it work, and how can you make sure your jobs appear on what will surely be the new starting point for any candidate searching for a job?