Finding good employees is hard, keeping them is even harder. To retain employees, the beginning that you cannot ignore is building an effective onboarding process for new employees.
Base Resources-For HR professionals, the two-month period after hiring a new employee is always a difficult and challenging period. They always have to find a way to help this “wet feet” staff quickly integrate with the business, and at the same time build a strong relationship between the two to keep the employees’ service longer.
Watching: What is Onboarding
If the above two problems are thoroughly solved, human resource people must really invest time and effort to build a process called Onboarding.
What is Onboarding?
Onboarding roughly translates as introduction for new employees. This is the process of helping employees integrate into new positions and jobs, both professionally and in corporate culture.
During this process, new employees will learn the knowledge, skills, and behaviors necessary to serve their future operations. The faster they integrate, the better the work results, and the easier it is to contribute to the business.
In fact, a 2018 study found that “organizations with standardized onboarding routes are 54% more productive, on average, and 50% more engaged in new employee retention.”
Onboarding is a necessary process to help new employees quickly adapt to the environment and work
The onboarding process between businesses today has many differences, mainly due to the dissimilarity of recruitment scale and working procedures. Also sometimes, it depends on the positivity and sociability of the local staff.
Many businesses prefer rigorous processes with clear systems – this can be difficult if you are hiring a large number of people. There are also businesses that are onboarding in a way that assigns new employees to their own efforts and discovers what they need to know.
Regardless of the process, just implement a process, because if you don’t mention onboarding for new people, they will be confused about how to present themselves and how to do it. Know all the rules at work.
What practical benefits do businesses get if they implement the onboarding process
?The job of a human resources officer – recruitment does not end when the candidate agrees to the job offer from the business. Onboarding is an extremely important stepping stone for the recruitment process to really prove its effectiveness.
Specifically, an effective onboarding process will bring a lot of practical benefits to businesses, such as:
Operational cost savings:
An onboarding process with the right orientation will help employees get used to the job faster than usual (normal standards are 2 months), thereby minimizing and optimizing training and learning costs.
Reduce anxiety and stress for employees:
An individual, no matter how confident, when placed in a new environment with completely unfamiliar work, will also have certain expressions of confusion and anxiety. To minimize these negative thoughts in new employees, the onboarding process will act as a bridge to help them get used to the job, people and culture of the company faster and more friendly.
According to Forbes, up to 20% of new employees decide to quit after only 45 days arriving at the company. This number is extremely alarming, when calculated on average, businesses have cost from $ 3000 for each such individual.
To minimize this worrying number, the onboarding process will guide and create the best conditions for employees to work and develop, thereby building trust, connecting them more deeply with the organization.
If recruiting has taken a lot of effort to create the best experience for candidates to turn potential candidates into probationers for the business, then onboarding is the process of “closing sales” to bring businesses the desired official employees. to wish.
For an effective onboarding process, you need to take the following steps
Overview of the effective onboarding process for new employees
1. Identify the core value of the onboarding process
Before going into building or implementing an employee onboarding process, managers and HR professionals need to define its specific goals through the following questions:
What information do new employees need to know about the job and the corporate environment? What information will make them more positive and comfortable?
What impression do you want to make to a new employee on their first day on the job?
What are the important policies and procedures that employees must know on the first day to avoid making mistakes on the job? Focus on the most important ideas.
What can you offer to make employees feel welcome and valued in the workplace from day one? (desk, office equipment, incentives, etc.?)
Employees will feel valued when they are Share useful work experiences. Find out what you can share with new hires during the onboarding period.
The mentor for new employees is also an extremely important factor for them to integrate and get used to the surrounding environment. You must try to research and find the right mentor for the new employee so that their experience at the business is perfect.
In addition to the above questions, you can refer to the internal employees of the company about the points they are satisfied and dissatisfied with from the previous onboarding processes.
Having the answers to all of the above is the key to building an effective and helpful onboarding and employee orientation process.
2. Preparing for Pre-boarding
Don’t forget the necessary working equipment and documents in the pre-boarding part of the process
To build an effective onboarding process, businesses must first give their employees an enjoyable experience through the “pre-boarding” stages.
1 week before your employee comes to take the job:
Please prepare seats and necessary equipment for employees such as uniforms, ID cards, personal computers or personal phones (if needed).
Necessary forms of documents for employees such as: Labor contract, additional personnel file information, personal income tax code and family deduction file, etc. should also be sent and collected. again during this time. As a matter of fact, these procedures often take a long time to complete.
The sooner you prepare, the more time your employees have to experience the first day of work instead of drowning in a sea of boring paperwork.
1 day before the employee comes to receive the job:
Having a set of onboarding welcome gifts ready is an extremely friendly gesture and leaves a positive impression on new employees. Here are suggestions for this gift set, which includes:
A welcome card for new employees Company uniform Notebook and pen A copy of the company’s introduction and its core values and guidelines A copy of the instructions for the departments in the business A copy of the employee’s onboarding schedule new pill
Additionally, make sure all employees are aware of new people joining their team. This helps them to be mentally prepared, ready to welcome and support newcomers more effectively.
3. Employee’s first working day
The goal of an employee’s first working day is to help them define their immediate vision and introduce them to their job goals, responsibilities and obligations in the enterprise. In addition, interacting with new colleagues is also extremely important.
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Therefore, the Onboarding schedule for the first day must be arranged reasonably and flexibly to maximize efficiency. You can immediately refer to the schedule and activities below to apply them back into your business process:
Sample schedule for the first day of Onboarding of a new employee
The above is a basic schedule that a business can immediately apply into the onboarding process. In addition, you can also customize this schedule, as long as they have the following key activities:
Create and add new employee’s account to business tools and software
Help employees understand the vision – mission – core values of the business, how to behave and work in accordance with common principles.
Develop KPIs, work plans, OKRs, etc. for employees
In addition, since the first day of work is a good opportunity to score points and make a good impression on new employees, try to incorporate fun games and programs so that they can see the atmosphere, culture. the positive transformation your business is aiming for.
Here are suggestions for two simple games you can organize for employees on the first day of work:
During the office tour, provide each new employee with a list of the names of associates who direct them to get autographs. Whoever gets the most signatures will be the winner. This game plays the role of promoting new employees to network with the old group of employees, creating a premise for favorable working in the future.
Look at the picture guess the name:
After the office tour, each new employee will be provided with a photo and name of the rest, whoever has the most matches will win and receive a reward. This game aims to help new employees interact with each other more, building a spirit of sociability and friendliness for each person from day one.
4. After the employee has come to work
75% of employees think that training in the first week of work is extremely important. They want to better understand the position, about the tools and skills they will learn to handle the job.
Businesses, if they don’t want to rush to give too much information to employees, but want them to show work efficiency immediately, can think of the best balance solution for both parties is an “on-the-job training” – training based on the actual work itself.
If possible, it is advisable to create conditions for new employees to have a mentor or mentor in the business – a mentorship program. Having someone to help will help them get used to the environment faster and learn more. You can send a seasoned employee along with an inexperienced newcomer, or form a small group dedicated to answering any questions posed by newbies.
Don’t abandon new employees! Put the task of training them right into the onboarding process!
From 1 to 3 months from the date the new employee joins, the HR department should contact to make sure that the employee is really satisfied and engaged with the job.
During this phase, you need to regularly pay attention to the employee’s activities and send them early performance evaluations. This action is often highly appreciated by employees, helping them to be more motivated to improve their work and themselves.
After 6 months is usually the time to evaluate the new employee to see if it can be a lasting piece of the puzzle for the business.
For Managers: FREE DOWNLOAD 12 employee evaluation forms (latest update)
If employees stay, continue to onboard them to new positions by discussing the next development path.
If they have to leave, don’t hesitate to talk to them more about why. Maybe they weren’t the right match in the first place, but it’s also possible that the onboarding process was inefficient, making it impossible for the two parties to find a way to work together. Their answer now is the problem you need to solve to optimize the long-term onboarding process.
Your advice when implementing new employee onboarding process: Use technology to make sure everything “runs” smoothly
According to a Gallup survey, up to 88% of employees are not satisfied with the onboarding experience when they take on a new job. This is a pity when businesses often attach great importance to recruiting and retaining talent, but do not pay due attention to the employee’s experience at the time they start work.
In many cases, new employees come to the company without fully understanding or incorrectly grasping the company’s regulations and working principles, creating negative precedents in the corporate culture and to left a bad impression on their first day of work.
In order to help businesses unify the onboarding process for each new employee, Base officially launched the Base Onboard product. This product can easily connect data with Base E-Hiring recruitment platform and Base HRM human resource management system, in order to create a standardized and transparent HR data platform. .
“Any new employee who comes to the company wants to be able to start working and focusing on dedication as soon as possible. Preparing the paperwork is essential, but we should make it an enjoyable experience instead of creating unnecessary annoyances with a cumbersome and time-consuming process.
By providing them with tools and specifying how to complete their procedures and personal records before the official working day, we hope Base Onboard can help businesses create a professional “first day”. most professional and positive to new employees”, a representative from Base shared.
Base Onboard application helps standardize and automate the onboarding process
Specifically, the Base Onboard application promises to help the HR department of the enterprise significantly reduce the burden thanks to the following features:
Set up and automate the onboarding process of new employees
Previously, every time there was a new employee, the HR person had to repeat the onboarding procedures such as: reminding about working regulations, sending necessary work documents, reminding about procedures to prepare. … Not only is this time consuming, but it also risks omission. Base Onboard makes it easy for businesses to set up processes and automates onboarding new employees with just a few taps. This setup is fully customizable across departments or locations, depending on business needs.
Positive and professional onboarding experience for new employees
After the HR team activates the onboarding process, new employees will receive an email from the Base Onboard system, instructing them to easily complete all information procedures and master the necessary regulations before going to work. awake.
The day before the new employee comes to work, the system will also send a notification to the members of the same department to ensure that the new employee will be welcomed and integrated as quickly as possible the next day. Not only is it a solution to standardize the onboarding process for the system, but Base Onboard also helps to engage employees and promote a positive corporate culture.
Technology solutions for the HR journey through
Another difference of Base Onboard is flexible data exchange with recruitment system and human resource management system. After the new employee completes the provision of personnel information, this data will be forwarded directly to the Base HRM human resource platform, serving payroll management from day one. This also minimizes the risk of loss or omission of records.
Base is the first company in Vietnam to provide a SaaS platform connecting technology applications for business administration and operations, with 5000+ corporate customers of all sizes from tens to hundreds of people, of all industries and fields such as: Construction, interior design, chain stores-restaurants, transportation, education, finance, banking, etc.
Some customers are applying the solution of Baseà: VIB, VPBank, Golden Gate restaurant chain, Pizza Hut, The Coffee House, 30Shine, Kids Plaza, Phuc Hung Holdings, Vien Dong Design, Genius Design, Couple Group, ONOFF, Yola, Decathlon, Bamboo Airways,…
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If you have a need to receive FREE CONSULTATION and DEMO EXPERIENCE Base Onboard human resource integration application, please leave your registration information right HERE.