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Onboarding is like the first domino in a chain. Get it right and everything else falls into place smoothly. It enhances your new hire’s journey and positively impacts talent acquisition metrics. It’s not just another step in the process. It’s the moment when a new hire starts to feel like part of the team.
It sets the tone for their entire journey with your company.
Just as dominoes can fall smoothly in a well-planned pattern, a single misstep in onboarding can send everything toppling in the wrong direction. This leads to increased turnover, extended time to hire and a drop in employee engagement.
In other words, you’re starting from scratch and all of that time was wasted.
Before the first domino falls, there’s preboarding—the crucial preparation phase. It’s about engaging with your new hires from the moment they accept the offer, ensuring they’re ready and excited to start.
Think of it as laying the groundwork to ensure the onboarding domino falls just right.
How Onboarding Impacts Talent Acquisition
The onboarding process has a direct impact on key talent acquisition metrics such as time to hire, cost per hire and quality of hire. A well-structured onboarding experience can set a positive trajectory for new hires. It reinforces their decision to join and commit to the company for the long haul.
Conversely, a lackluster onboarding experience can lead to increased turnover rates, extended time to hire and additional costs associated with rehiring.
According to a recent survey from HR automation company, Click Boarding,
- Despite its critical importance, only 28% of companies have plans to increase their investment in onboarding.
- Furthermore, just 26% of companies fully automate their onboarding process, missing out on potential efficiencies and cost savings.
Onboarding goes beyond merely just paperwork and compliance. It’s about integrating new hires into the company culture and setting them up for success. Onboarding is a collective effort that involves multiple departments across your organization, not just HR and the hiring manager.
It’s about creating a welcoming environment that fosters engagement and productivity from the outset.
The Consequences of Suboptimal Onboarding
Let’s look at the impact of onboarding from two angles: its effect on new employees and its ripple effect on Talent Acquisition metrics:
For New Hires:
- Increased Candidate Ghosting & New Hire Turnover ⬆️
- Decreased Employee Preparedness & Productivity ⬇️
- Decreased Employee Satisfaction & Engagement ⬇️
For TA Pros:
- Increased Time to Hire & Cost Per Hire ⬆️
- Increased Ghosting & First-Year Turnover Rate ⬆️
- Increased HR Administrator Time & Burden ⬆️
Suboptimal onboarding can have a domino effect that hinders both new hires’ integration and the overall efficiency of talent acquisition efforts. When onboarding misses the mark, new hires may feel disconnected and less productive, which can lead to increased turnover and a higher administrative burden on TA teams.
Preboarding: The Crucial Prelude to Onboarding
Preboarding sets the stage for a successful transition into a company, beginning the moment a new hire says ‘yes’. This phase is about preparation and engagement, ensuring that when day one comes, the employee feels less like a guest and more like a part of the team.
What’s Included in the Typical Preboarding Process?
- Completing Paperwork: Ensuring all legal and procedural documents are filled out in advance to avoid administrative hassles on the first day.
- Technology Setup: Providing all necessary hardware and software, along with access credentials, so new hires can dive right into work without technical difficulties.
- Introduction to Company Culture: Sharing the company’s values, mission, and culture through materials that help new employees feel aligned with the organization from day one.
- Orientation Scheduling: Planning the first several days to include introductions, training sessions, and any other essential activities that acquaint new hires with their roles and teams.
- Initial Meetings: Arranging meetings with key team members and managers to establish rapport and communication channels early on.
However, if you skip or rush this stage, you risk leaving your new recruit feeling out of the loop. Lack of preparation can lead to delayed productivity as they play catch-up on their first day, trying to navigate through basic tasks instead of diving into meaningful work.
“Your new hire’s future commitment is often decided in the first 90 days,” says Mike Ehrle, CEO of Click Boarding. Integrating a strategy that emphasizes early engagement and support, from ‘Yes’ to Day One, sets a foundation for not only immediate productivity but also for enduring engagement and job satisfaction.”
The Seamless Transition: From Preboarding to Onboarding
A seamless transition from preboarding to onboarding is like giving new hires a map and a head start in a race. It can increase the speed to productivity and foster a positive view of the company.
By engaging employees before their first day, they’re ready to hit the ground running, already familiar with their tasks and the company culture.
The benefits extend to your recruitment metrics as well. It promotes a stronger employer brand, which is vital in a competitive job market.
When new hires are preboarded effectively, they’re more likely to stay, reducing turnover and the costs associated with it. Plus, satisfied employees are more likely to refer others, aiding in talent acquisition efforts.
Just like that crucial first domino, preboarding sets everything in motion.
Nail it, and you pave the way for onboarding to knock each subsequent milestone down with precision. Each click signifyies a new hire getting closer to full integration and productivity.
Flub it, and you risk the reverse effect. Each toppled piece represents a missed opportunity for engagement, retention and talent acquisition success.
For more top employer brand and candidate communication tools like Click Boarding, visit our marketplace now. Happy hiring!
