How FrankCrum's Onboarding Process Makes Hiring Easy for Glass Doctor
Studies show nearly one-third of all new hires quit their jobs within the first six months. On the converse, 69 percent of employees are more likely to stay with a company for three years if they had a great onboarding experience. In an effort to stop the revolving door, organizations are now giving more thought to how to retain employees by strengthening the onboarding process.
Oftentimes, the onboarding process includes packets of HR paperwork about policies and benefits. The paperwork is obviously important, but not as significant as making a connection. For example, show the employee where to park their car, the most popular lunch spots and that spot he or she will have to report to for a meeting later this week.
The building blocks of a successful onboarding process include “the Four C’s.” Compliance, clarification, culture and connection are all a vital part of onboarding new employees. The numbered list below is in order from least important to most important.
An employee’s first day is the perfect time to tell stories about the organization’s history, values, leaders and brand. Customize the stories to the individual new hires by listening to their stories and weaving both the employee and company stories together. Consider sharing employee stories, perhaps on video, which demonstrate the company’s culture.
Involving managers in the onboarding process and training them to participate helps create a culture of accountability and consistency. When managers contribute to welcoming new employees, it makes the new employee feel welcomed and valued right out of the gate. After all, it’s about first impressions. You and your leadership team can work together to create your company’s first impression.
Onboarding processes don’t just last one day or one week. A program that drives long-term retention can take weeks and sometimes, even months.
Research shows the reason some employees job-hop is that they’re looking for opportunities to grow in the form of cross-training, varying assignments and occasions to share their ideas. Strong onboarding processes include a commitment to continuous teaching, training and coaching so that employees are always learning.
If learning is something your company values, you may offer a tuition reimbursement program or opportunities for career development. Sharing that information during the onboarding process shows new employees that you’re invested in their growth and future.
At FrankCrum, we handle the paperwork side of the onboarding process so you have more time to focus on culture and connections with your new employees. Call us today to learn more about how we can help you attract and retain the most talented employees.