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How Do you Deliver a Sufficient Onboarding Programme?

Perfecting Your Onboarding 

You may have landed the perfect candidate, but the hard work does not stop there.

Efficiently transitioning your candidate into an employee is the period in which their success can be secured.

Not only is this where you sort the legalities and provide them with vital information, but it is also where you mould them, teaching them how to work sufficiently to your requirements.

And why is it just as important as every other stage? The onboarding process can easily determine their interests, helping them to become either engaged or disengaged.

Those who do become disengaged soon have a part to play in those retention rates.

After all, onboarding is essential to getting the rates you desire, because, without it, you either eventually lose that member of staff or they become inefficient and no longer deliver what is required.

An effective onboarding process is said to improve your rates by 25%, and that is worth it within itself, but, it also has a knock-on effect in team productivity, your cultural goals and of course, business revenue.

And it makes sense. Your new employees are in the transition stage, a point in which they make crucial judgements about the company and what is it going to be like to work for you.

Perhaps, they meet the team, and they do not feel they fit. Possibly, the role shows to be outside their initial expectations or maybe it is because they do not see a direct path into the future.

And although some may give it the test of time as it is safe to say most people feel naturally unnerved when it comes to change, this does not mean all will stick around for the ride.

 

So, what should your onboarding programme look like?

It should aim to be a step by step guide through the process. A guide which is informative, useful, engaging and answers all queries and concerns.

But it should not just start on their first day with you.

The onboarding process should begin the minute their offer has been accepted.

It should not necessarily be a focus on specific demographics either such as, age or the seniority of their position, just a process which is, designed for everyone you take on board, one that can be adapted to specific roles when needed.

What also should be remembered, is that often the minor details make the real difference.

It is not just about where all the fire exits are or what is expected of them in their day to day duties, but even down to the very basics like, where to park on their first day.

You want to do everything with the idea of setting them up for success.

After all, recruitment can become costly, so why would you want to incur those costs again?

The costs which could have simply been avoided by a sufficiently delivered onboarding programme.

But what is just important as what you include, is how you deliver it and onboarding software can be supportive in this.

You may set the candidate tasks to complete before employment, and maybe this part of the process now needs to be transferred to the other stakeholders i.e, your hiring manager.

Having technology in place can help you manage this stage from start to finish cutting the majority of administrative tasks out, allowing all stakeholders, candidates, hiring managers and recruiters to complete the process in a time and cost-efficient manner.

Why risk losing that all-important document? Or forgetting to take that binding signature?

Admins can assign tasks to candidates to complete within their own portal.

So, nothing gets lost, everything gets done on time, and more resources are left to enhance engagement because no technology such purely take over this aspect.

A humanised experience is just as important!

Give your new employees a sense of purpose and the belonging that they desire.

If you would like further advice on creating an efficient onboarding programme or, are interested in the software to implement it, feel free to contact us.

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