Onboarding—the process in which new hires are integrated into the organization—is a missed opportunity for most employers, according to a recent study.
A survey in the U.S. found that organizations are not effectively onboarding their new hires. Forty-seven percent indicated their onboarding program successfully retains new hires. Twenty-four percent said that they have no onboarding program at all.
Starting a new job is exciting … yet it’s also a time of apprehension and uncertainty for new hires. Organizations that succeed in capturing that enthusiasm while minimizing other challenges will gain a competitive advantage.
Leaving new hires in a “dead zone”—not communicating with them between the time they sign the offer letter to the first day on the job—can lead to disengagement before they even begin. New employees may fill in gaps with their own thoughts and start questioning their importance to the company and the fit of their new role. Then, the door is left open for competitors to swoop in with a better offer.
The survey indicated 62% of employers said their primary goal with onboarding is to integrate employees with the workplace culture. Instead, about 40% of their onboarding activities consist of completing paperwork, reviewing rules and regulations, providing an overview of the company and providing employee resources as the most practiced onboarding activities.
Paperwork is necessary for compliance and it gets new hires paid, which employees like. Human interaction builds trust and engagement. It’s about doing both strategically.