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How to effectively integrate your employees? A lot of recruiters know that, good onboarding is the starting point for a long-term collaboration with your talents (we have prepared a Checklist for that). The ongoing war for talent is forcing employers to do everything they can to retain their best performers. As we know, today, nearly 50% of the employees of one company will be working for another company in a year. Employee loyalty is therefore becoming vital. And this retention process should start as soon as integration occurs.
The goal of onboarding is to make new employees feel good and productive as soon as they join the company.
Like any process, onboarding evolves with the times. Seeqle offers you an overview of 5 employee onboarding techniques in order to optimize your recruitments.
5 Techniques for Effective Onboarding:
1. Personalization
More than just training, personalization is about giving new employees the impression that their expertise, preferences, and interests have been taken into account when integrating.
And a lot of forward-thinking businesses have already customized their integration processes.
Seeqle summarizes the few tips to get there as best as possible:
- Only write documents fromOnboarding relevant and accurate.
- Incorporate the personal details of your new hires into these documents.
- Design welcome messages around the person and their position.
- Let new employees create their own profiles in your HR software.
- Allow employees to choose the schedule, content, and methods of their training.
- Plan team activities based on the personality, interests, and preferences of new hires.
- Choose mentors for the new hire carefully.
- Regularly find out about the experiences and feelings of your new employees about their new positions.
- Discuss the ambitions of the new employee and possible career developments within the organization from day one.
There is every reason to believe that personalization increases productivity by reducing information overload and making workers feel more positive, valued, and in control.
2. Social networks
In the era of the baby boomers and generation X, to get a job, you had to get the employer's contact information from the newspaper ad, write your resume and send it by post. If your resume was lucky enough to be selected, then maybe you would be invited for an interview. Then, if all went well, you would get a call from an HR manager to let you know that you had got the job. And then, more company news until day one.
But, ask any digital native (Generation Y and Z) to tell you about their experiences looking for a job in 2018, and they will tell you that they applied for a position found on their Job board preferred, and then they completed the online evaluations and conducted a video interview from the comfort of their apartment. They then sent invitations on LinkedIn to the recruiter and to people in the company connected to their network. In addition to researching the employer on the Internet, they contacted friends of friends working at the company on Facebook to find out if it was good to work at this company.
It is therefore not surprising that more and more companies are giving new hires access to their social intranet almost as soon as they are offered a job. Social enterprise software allows new employees to connect with other employees, learn more about the company, post photos or videos, talk about their interests and hobbies, get advice, and build networks before they even start working on day one.
When implemented well, social intranets show staff participation rates of up to 85%.
3. Automation
Automation is becoming a key priority for businesses looking to optimize onboarding and accelerate the productivity of new employees. In fact, research shows that businesses that automate their onboarding processes show an 18% increase in achieving initial performance goals.
4. Data-driven improvement
Thanks to integrated survey tools and integrated performance management processes, businesses now have qualitative and quantitative data that they can use to conduct studies. Employers can track performance trends in relation to engagement levels and identify specific aspects of the program that may impact onboarding results.
5. Cultural assimilation
Cultural assimilation is a movement that aims to facilitate the transition of a new employee in a company.
More than just a “mission, vision, values, and strategy” presentation, cultural assimilation is about designing activities and interventions in which new employees discover what it is like to work in an organization. Supported by sponsorship systems and tutoring programs, new employees learn much sooner about the unique and sometimes confusing characteristics of an organization, such as unwritten rules and expectations, how workers communicate with each other, jargon, social activities, rewards, how employees respond to challenges, problems, or when a crisis strikes.
But be careful, just because something is popular or is considered to be “best practice” does not mean that you should absolutely implement it in your business and in exactly the same way.
Automation is a good example. Technology can save you a lot of time and money. But beware of over-automation! You definitely don't want your employees to feel like numbers. Instead of just focusing on efficiency gains, look for ways to use technology to create a more personalized experience.
Likewise, ask yourself if your business is ready for these new processes. For example, you may find that a social intranet does not develop as well with those over 35 as it does with those under 35.
At the end of the day, it's about focusing on best practices. Have a clear strategy for the needs you want to achieve with theOnboarding and implement initiatives that work for you and your business.
We also suggest that you take stock of your employer brand using our employer brand benchmark tool, why cover the entire recruitment process effectively.
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