Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)
11. Too often, onboarding is a
process that many
companies decide to
figure out as they go.
12. They wait for questions to get
asked, respond with
inconsistent answers, give new
hires a quick office tour, have
them sign on the dotted line,
and send them off to work.
33. This is especially true of a new hire
who is relocating. Amongst the
chaos of interviewing, moving, and
actually starting their job,
onboarding gets lost in the mix.
This is a critical mistake, and one
thing you can do to alleviate this
from happening is to:
34. Answer their questions!
WHAT SHOULD I BRING?
DO I NEED MY COMPUTER?
SHOULD I COME EARLY?
HOW EARLY?
WHAT SHOULD I WEAR?
WILL ANYONE KNOW WHO I AM?
35. This will take a lot of stress off of
their plate. The more information you
can tell them – the better. This will
allow them to get prepared ahead of
time so they are in the right frame of
mind on their first day.
36. And while onboarding and
relocation need to be treated as
two different areas, they should be
complementary of one another.
In other words…
37. Even though relocation and
onboarding are
separate processes,
they need to be a part of the
same system
39. Your company can do this by
ensuring that those in charge of
these processes communicate
with each other. Employees should
be receiving information that is
consistent across the board and is
relevant to them at the time they
receive it.
40. Ensure that managers in charge of
each area have set up a “home
base” for employees to go to. This
home base should be a place (an
online wiki, Relocation Management Software, HR
platforms) where they can go to
access documents or store any
information that they might need.
67. There is nothing worse than
getting awkward looks and
confused stares on your first day,
so make sure the rest of the team
knows about your new hire and
what their role will be.
68. One way we do this at UrbanBound is by putting up
signs in the office with information about our new team
member and a welcome sign at the front door!
70. Try to present new hires with
paperwork ahead of their first day in
the office. You can have them come in
before their start date or do some of
the paperwork over email, that way
the first day isn’t filled with mundane
tasks. You can also block out a few
hours throughout the week to go
through paperwork gradually, as not to
bombard them right off the bat.
72. It doesn’t have to be anything
extravagant, just something to
make them feel welcomed!
At UrbanBound we give new
hires a card from our leadership
team, an UrbanBound water
bottle, a t-shirt, and chocolates.
74. Lunch doesn’t have to be anything
fancy, just something to get new hires
out of the office and talking with other
members of the team - at UrbanBound
we always go to this tiny dive
restaurant down the block and it has
turned into tradition, it’s a great
initiation for new hires!
75. 5. Remember
their family
“Research confirms that the failure rate of new executive hires
is close to 50 percent. Most of these frustrating and expensive
failures are more the result of personal or family
dissatisfaction than job-related issues.”
76. If your new hire relocated with a family, send
them something – flowers, a card, anything!
Let them know that they are equally as
important to the success of this new
endeavor as your employee. And, it
wouldn’t hurt to continue reaching out to
them for the first few months - if you are
hosting an event, going to dinner or drinks,
volunteering, invite spouses to come along!
Encouraging families to build relationships
and networks is going to make a big
difference on whether or not they begin to
identify with their new city as home.
79. “90-day onboarding programs are rare.
What is more common are one to two day
onboarding programs primarily focused on
educating new staff members about legal
and policy-related rules. . . as a result, firms
are losing talent—HR industry studies show
that a great amount of staff turnover
(possibly as high as 20%) can happen within
the first 45 days of employment. (It costs
between $3,000 and $18,000 to replace
quitters.)”
www.forbes.com/sites/85broads/2013/07/19/how-‐not-‐to-‐lose-‐your-‐new-‐employees-‐in-‐their-‐first-‐45-‐days/
81. If Millennials don’t feel like there
is room for growth, they’ll look
for employment elsewhere - and
soon. If you end up training and
onboarding an employee just to
have them leave in a few months,
it can get extremely expensive
and time consuming.
83. • Measurable and attainable goals
• Resources necessary for success
• Something to be working towards
• Benchmarks to gauge progress
Set up what success looks like in the
first 90 days by giving:
84. If employees have something to work towards
and a new skill to acquire, it will give them a
benchmark for how well they are performing.
85. GIVE new hires A CLEAR
PATH TO WORK TOWARDS
If they don’t hit goals, reevaluate
where skills need some nurturing
and plan accordingly for the
following quarter!
86. The 90-day mark is a great time to give
employees an opportunity to let you know
what they’ve liked or not liked so far. Let
them tell you what they want to work on,
where they need help, and what you can
do as their employer to help them. The
main influencing factor for the current
generation in the workforce is the
opportunity for growth, so by starting
employees out with a jam-packed 90-day
plan, you are setting them up for success.
87. As you can see,
onboarding needs to be
given as much
attention as every
other area of your
business.
88. Strong onboarding programs will help retention,
performance, growth, and structure. Make sure
that you have processes set in place!