Onboarding is the process of introducing employees to their new job, company and colleagues. A successful onboarding program will not only help new hires feel confident and comfortable in their new role, but also drive adoption of company culture, processes and standards throughout the company. We know that onboarding is crucial for retaining new hires; in fact, a study by CareerBuilder found that 42% of workers who leave their jobs do so because they aren’t happy with the onboarding process. However, there are many different ways to onboard a new hire that can have a big impact on how willing they are to stay with your organization long-term. Onboarding can feel intimidating if you’re not sure what’s involved or what you should be doing as an HR professional. In this blog post we’ll cover everything from best practices to specific activities you can implement in your own onboarding program. Let’s get started!

What is Onboarding?

Onboarding is the process of introducing new hires to their new job, company and colleagues. Onboarding often includes things like setting employees up with the tools, resources, training and other information they need to do their job well. It’s also an opportunity to communicate the company’s values, culture and reputation. Onboarding can vary based on the type of job a new hire will be doing and the company’s requirements. For example, a salesperson at a B2B software company may onboard differently than a marketing manager at a marketing agency. That’s why it’s important to put together a strategic onboarding program that’s designed around the specific needs of your company and new hires.

Why is Onboarding Important?

Onboarding is more than just a company induction process – it’s a critical way to retain new hires and create a positive impression of your company culture. A successful onboarding program will help new hires feel welcome, confident and comfortable in their new role. It’ll also help them adopt company values, processes and standards as quickly as possible. That’s important, because research shows that new hires see their first 90 days as critical for determining whether or not they stay on with a company long-term. Retaining new hires has major advantages for your company. It will help you save money by reducing turnover-related costs, as well as increase productivity and employee satisfaction because you’ll have a more engaged, effective team.

How to Run an Effective Onboarding Program

There are many best practices to make sure your onboarding program is a success. Here are some key things to keep in mind when building your onboarding program: – Timing – When should your onboarding program take place? Ideally, you’ll want your onboarding process to occur over at least the first three months of employment, but the length will vary from one company to another. – Content – What will be included in your onboarding program? You’ll have to tailor your onboarding process based on each new hire’s role and requirements in the company. However, there are some key things that should always be included, such as: – What the company does – Explain the overall mission and goals of the company. – What the new hire’s job will involve – Walk them through the responsibilities and specific tasks they’ll be doing on a daily basis. – Policies and procedures – Cover company policies and procedures related to company culture, benefits and other standards.

Activities for a Successful Onboarding Program

There are a number of activities you can include in your onboarding program to help new hires feel welcome and set up for success in their new role. Here are a few ideas: – Welcome Kit – Create a welcome kit that new hires can open on their first day in the office and that includes things they’ll need in their role, plus information about the company. This could include things like business cards, company swag, their company directory, a list of key contacts, etc. – Getting to Know You – Ask the new hire about their experience, skills and interests so you can get to know them better. You can also ask about the type of work they’ve done in the past and what they’re interested in doing in the future. This is an excellent opportunity to discover ways you can help the new hire succeed in their role. – Orientation – Give new hires a company-wide orientation that covers everything from company culture to their specific department. – Mentorship Program – Pair new hires with a more senior colleague or manager who they can learn from and ask questions of. This is a great way to help new hires hit the ground running in their new role and get comfortable with the company faster.

Wrapping Up

Onboarding is the first step in getting a new hire up to speed in their new job. It’s an opportunity to welcome new hires to the company, introduce them to their colleagues and introduce them to their new role and daily responsibilities. A successful onboarding program will help new hires feel welcome, confident and comfortable in their new role, setting them up for success long-term. That’s why it’s important to put together a strategic onboarding program that’s designed around the specific needs of your company and new hires. At Zealys, we understand the challenges that SMEs in Singapore face when it comes to HR processes and employee engagement. That’s why we’ve created a suite of HR systems specifically designed for smaller businesses. Our systems allow your company to make HR processes more efficient and engage your employees more. If you are interested in learning more, contact us at [email protected].