Onboarding
"Onboarding is the process of integrating a new employee into an organisation or role. Onboarding begins with the acceptance of the position and includes orientation and extends through about mont six and sometimes up to one year depending on the organisation" Wikipedia October 2007
Onboarding begins in the recruitment phase and is the starting point for assimilating and engaging new employees with your company. It has been proven that employees who have been involved in a structured onboarding program will reach their full potential 2 months earlier and are 69% more likely to remain with the employer after 4 years (statistical source: Silkroad Technology).
Employee "engagement" is most critical within the first 90 days of employment and if fully engaged within the first 120 days, new employees are more likely to commit to the employer for the next 18 months +.
The old form of orientation programs including inaccessible manuals, outdated videos and classroom training are not effective. A strategic onboarding program involves a high level of human interaction tailored to individual needs. Onboarding can be seen as encompassing four levels; Recruitment, Pre-commencement, Assimilation and Monitoring.
| Recruitment | How does the candidate feel about the process? Was it a WOW? What expectations were set? |
| Pre-commencement |
What is your WOW factor prior to commencement? |
| Assimilation |
More than just training and induction - what is your company going to do to make the new employee welcome in the team and ensure they "fit" with the corporate culture? |
| Monitoring | Your new employee is settled in their new role ... it is not game over! What are you going to do to assess the ongoing "attachment" of your new hire with your company? How do you know you are continuing to meet their expectations? Measure and monitor and train your managers to develop people for the long term. |
Click here for the Stenhouse Onboarding Checklist
