How to Reap Benefits with Effective Onboarding Program?


Reap Benefits with Effective Onboarding Program
Reap Benefits with Effective Onboarding Program

Have you ever started a new job and felt completely lost on the first day?

Candidate onboarding starts before the first day of the new hire’s job and, it begins to have an effect on the employer’s bottom line from that moment.

A strong program for candidate onboarding can boost the bottom line more than you realize.

From a new hire’s perspective, onboarding includes everything a new hire experiences that defines his or her entry into an organization and that sets him or her up for success.

An effective onboarding enables new hires to embrace the organization’s culture, history, job requirement, performance expectation, etc.

Here what you must fathom about the benefits of a good onboarding:

1) Attract and Retain Top Talent:

The first impression counts!

With an easy and robust onboarding plan, potential talent can be attracted and retained for a longer period.

A study by O.C.Tanner found that 69% of candidates were more likely to stay with an organization for atleast three years if they had a great onboarding experience.

With an effective onboarding program, a robust foundation for an incredible work culture can be built, and use that to draw in and retain high talent.

Related: 5 Successful Recruitment Strategies in Hiring Industry.

2) Boost Performance:

When a candidate perceives their expectation from the day he was offered the position, they perform better.

Effective onboarding programs can improve employee performance by 11.5%, according to Recruiting Roundtable.  Pushing the candidates to meet new performance goals is one way to make them feel engaged.

During onboarding, have new hires interact with the team member and hear from them directly about key organizational initiatives and goals. It will consequently help them to gear up for their upcoming performance soon.

3) Better Candidate Engagement:

Being face-to-face with the candidates demands attentive listening and feedback, resulting in a more candidate engagement.

Research has shown that candidate engagement is one of the top factors that contribute to the candidate joining ratio.

Engaging and follow up with the candidates, accelerate the acceptance and cut back the gap between offer date and joining date.


Related: Mastering The Art Of Candidate Engagement

 4) Decrease Turnover Rate :

22% of candidates turnover occurs within the first 45 days of the offer. However, if the new hires participate in a tailored onboarding process, 66% of them are likely to remain with an organization for more than 3 years.

Gamification is a popular new trend striking recruitment industry and can be very effective in keeping the new hires engaged throughout their onboarding.

Implementing an onboarding program goes a long way towards ensuring a better talent fit right from the start.

Related: How Onboarding Done Right makes New Hires go Wow on the Date on the Joining

5) Encourage Open Communication:

An effective onboarding program can provide the structure and setting for new hires to get answers to questions about their new workplace without the pressure.

Sharing the information about the organization in a common platform where candidates can easily access, allow them to see exactly what it’s like to walk through the office.

It has conjointly an excellent impact on the candidate’s initial interest and engagement in the organization.

Related: The Art Of Onboarding.  

Final Thoughts:

 “Strategic onboarding not only reduces operating costs and helps new hires improve their personal contribution to the enterprise, it also reduces regrettable attrition, and helps the organization deliver against its strategic goals.”

                                                       – Mark Stein, Author of ‘Successful Onboarding’

(Excerpt Source Link: )

Get started now and grow and refine your program over time. Just as onboarding is a continuous process, so is creating planned onboarding program.

An onboarding program that is executed effectively is worth the investment and can be one of the biggest contribution made towards the long-term success of an organization.

For a seamless onboarding for your new hires embrace HirePro’s effective onboarding tool M-Brace. Click here to know more: 


The Art of Onboarding

Employee Onboarding done right is crucial
Employee Onboarding done right, is crucial

Bringing new employees on board is one of the toughest challenges the best of organisations and leaders face.  As per survey reports, 40% of new leaders fail in their first 18 months majorly because of onboarding gone wrong.  Critical mistakes made so early often prove to be a disaster.

Also, industrial experts suggest organizations with a standard onboarding process have experienced 54% greater new hire productivity, along with 50% greater new hire retention.


What is actually onboarding?

What is onboarding?
What is onboarding?

Onboarding is the process of bringing an employee to a state where they feel more welcomed and reach their best productivity levels, though not at the cost of overlooking factors like essential company paperwork and tasks. The process is deemed something quintessential and important at most companies.

As a matter of fact, onboarding remains a key factor in inspiring employees, helping them grow and evolve, both personally and professionally, and most importantly retaining them. A successful and encouraging onboarding experience in most cases plays at an advantage of the company, given they have hired a potentially talented employee.

2005: The process of onboarding meant a couple of handshakes in a room, and tips on getting used to a new typewriter or a computer and going through a few simple company forms.

2015: With the ascent of umpteen digital channels on the internet, onboarding has transformed into a computerized process across numerous platforms and channels such as online, cloud-based, mobile, social and even audio and video. Moreover, there are even better options available today that help customize and integrate various aspects of onboarding into a one simple mixture of performance and talent management programs.

Today, onboarding has evolved to such an extent that it becomes critically important not to leave the human element out of the whole process and leave it uninspiring and bland.


Why onboarding?

Why onboarding is important?
Why onboarding is important?

Onboarding should ideally start from the very moment the candidate has accepted the job offer, with an official offer letter citing the start date and details of remuneration being sent out promptly.

Thereafter, a steady flow of information should continue, designed to keep the new employee potentially engaged. Information details such as official contract of employment, company policies, and so on, can all be used to make the new employee feel part of the organization and the work culture even before his/her first day at work. The period between job offer and start date is a critical span where some new employees may reverse their new employment decision. Keeping in touch with them regularly goes a long way towards keeping the entire procedure on track.

Making a new starter feel sidelined or left out is quite easy. They take up a substantial amount of time to cope with the surroundings and hence, lack of proper awareness can evidently find them down the wrong end. Disoriented, the new employee is quite likely to feel ‘useless’ while the truth is, they’ve been employed because they are qualified, wanted and needed!  But, only with a proper induction is it ensured that the message is conveyed.

It’s essentially important for new starters to feel included and feel a part of the team. In cases otherwise, the sense of alienation is likely to grow, affecting the morale of the new employee and quite likely the performance too.

In extreme cases, they may resign leaving the organization with the financial and time-consuming burden of having to recruit again. The resigning employee supposedly leaves with an unfavourable impression and this can have a damaging effect on the brand image and reputation of an organization. Implementation of a good onboarding practice can ensure such a wasteful failure has been avoided.