The attraction and retention of talent remains an increasing priority for HR and Business leaders. For hiring managers it is important that their new recruits settle in and become productive quickly. Meanwhile job seekers are looking for a potential employer that will offer them scope to develop and succeed. On-boarding is the process through which employees adjust to their new surroundings, and learn the skills that will help them succeed, and it is crucial that it runs smoothly and effectively.
The initial phase of employment is key as new employees can become unsettled if they have problems fitting in to their surroundings, whilst their managers need them to perform quickly. A seamless integration can help create an engaged and productive workforce that is both culturally and socially aligned. There is more to learn now too. New employees are not only concerned with the specific duties of their role; they are curious to discover more about their new employer’s legacy, purpose and values.
The process of On-boarding is evolving to meet these new challenges, and there are 6 of the ways in which we see this happening:
Induction starts much earlier
Some companies no longer wait until the first day of employment, but instead are starting the process once an offer is accepted. Online portals allow early access to key information and pre-boarding tasks, negating any chance of ‘information overload’ on day one, and new employees arrive feeling informed and connected.
Now more of an experience
As On-boarding moves from an event to a process, there is greater importance in creating a unique experience, that reflects the company’s values and culture. The way that information is curated and presented is becoming increasingly relevant.
Social integration
The process is not just about information flow. New employees integrate socially, connecting with their internal networks. Some certified Top Employers use internal social networks to help build peer relationships and create a support network. Many of them also assign a ‘buddy’ on day one, someone to offer advice, guidance and encouragement to the newcomer.
Variety of learning
Through the use of online portals and a variety of learning formats - including, videos, blogs and games - there is close link to the internal Learning & Development systems. Some portals replicate the feel of social media platforms, allowing for comments, shares and recommendations.
Senior involvement
Ownership of On-boarding extends beyond HR and the hiring manager. Within many organisations senior management are now involved at an early stage, with either a CEO or part of the senior executive team helping to inspire and motivate.
Technology enables much of the new development
A range of learning platforms and formats are supported and enhanced. Also HR administration is lessened, as online platforms monitor task completion and notify those concerned of any yet to be completed, whilst electronically signed and scanned documents reduce paperwork.
Measuring the effectiveness of On-boarding programmes is a growing area, with regular qualitative feedback from employees and managers being taken and assessed, and employees also rating their experiences. The next stage should see the development of robust metrics to measure business effectiveness.
We have reported in previous reports how the full HR suite of people processes is becoming more holistic, agile and dynamic, and On-boarding is no different. In a competitive talent market, with more emphasis being placed on the type of company you are to work for, the way employees join, integrate and develop is becoming an important differentiator.
