Hiring new candidates is not an easy process. It doesn’t just end with scrutinizing the applications and interviewing them. In fact, it is far from that! Once the candidate is selected, carrying out an efficient new employee onboarding process is of the utmost importance.
Onboarding will not only allow you to get all the documentation done quickly but will also help the new hire settle down in the new role easily. Although the process is crucial for any organization, most are still unable to implement it efficiently. And that’s why the new employee drop-out rate is quite high too. Also, only 26% of HR professionals make a conscious effort of measuring the efficiency of their onboarding project.
Here are four common reasons why onboarding fails, and new hires leave the job even before it starts.
Lack of human element
Yes, you need to give the new candidate all the technical support that is needed for them to perform their tasks. But at the same time, you need to ensure that the new hire settles in the team and company easily too. This includes feeling valued, welcomed and comfortable in a social setting in the company.
However, most onboarding programs lack this human element that leads to dissatisfaction in new employees.
Short onboarding process
If you thought that the employee onboarding process ends just after the first month of hiring, you are mistaken! Such a short onboarding process is one of the reasons why most new hires feel neglected and disconnected from the company and team. This prompts them to drop out of the job role.
The onboarding process is not just limited to the initial month but must be carried forward until the first work anniversary of the new employee. This allows them to establish trust and confidence in the organization giving them a chance to stay long-term.
Lack in responsibility
If the onboarding process is the responsibility of one single team, this can compromise the new hire’s onboarding experience. One single team will be overburdened with the crucial duties and result in a negative experience.
Hence, this lack of responsibility must be rectified, and onboarding must be a shared responsibility of different members of the organization. This will help you create a better onboarding experience without burning out your existing teams.
One fundamental mistake that most HR teams make is not keeping the communication with the new hire after the job acceptance. There are a lot of possibilities to stay connected with the new hire between the days of job acceptance and the first day of joining.
This instills confidence in the new hire and helps the HR teams to ensure that candidates will join for the role effectively from the date of joining.
Onboarding fails can be avoided if the HR teams make a conscious effort at implementing the right ways of onboarding. This can be easily done by procuring onboarding automation software for your organization.
At Squadsy, we are constantly discussing different ways to improve the onboarding experience.. Get in touch with us to know more!