You may have heard of onboarding and the common onboarding practices. If not, then let me give you a brief introduction of this term. It is the process and the list of activities that an HR manager or employer performs to familiarize the new hire with the job, work culture and other employees in the firm. An integration of the new employee into the company is as important as hiring the perfect candidate for the job. Sadly, nothing worthwhile comes easy. The whole onboarding process can take a toll on milestones, for it slows down the actual work. Believe it or not, it could also play a major role in the high attrition rate. Studies have shown that 4% of new hires leave a job after a disastrous first day and 22% of employees leave their job in the first 45 days of employment. Clearly, onboarding plays a crucial role in the completion of the successful recruitment process.
However important onboarding is, we can not neglect the fact that it is indeed a long process. Hence, a different strategy and planning need to be implemented to overcome this issue. But, where could you go for a solution? Look nowhere else, as we will discuss them right here. Be ready to introduce pre-onboarding as your new strategy. This is more or less same as onboarding but the pre-onboarding process starts even before a hire begins the new job.
Wait a second! Pre-boarding activities start even before the commencement of the new job? Indeed, it does sound unbelievable at first but once you start getting hang of it then you wouldn’t want to switch to any other tool. The benefits of pre-boarding are manifold, and one should look for opportunities to cash in on it. So, without any further ado, let’s look at some of the advantages of incorporating pre-boarding activities into your recruitment funnel.
Do you want your candidate to be all perplexed at the very first day of the job? It is not hard to believe that the people, workplace, culture, and even timings could be different for the new hire. The better way is to provide the new hire with all the necessary information on the job tasks, team members, company culture, and deliverables for some initial days. You might be surprised to see that your new employee is ready to take up work confidently on a very first day.
A sense of acknowledgement
There is no doubt a new employee would feel out of place at the organisation if onboarding is not done correctly. The primary reason as to why new employees don't act like they are part of the organisation for a first few days is the lack of acknowledgement. Pre-boarding activities abate this shortcoming by providing all the necessary information and support to the new employee.
Formalities and paperwork
If all paperwork is done before the joining of the new employee then the employer and HR managers need not be worried about the essential formalities that might hinder other important tasks. Completing pre-boarding checklist leaves ample time in developing a positive connection with the new hire.
Directly affects productivity
You can not expect your new hire to work with his 100 percent capability for some initial days because onboarding takes up a majority of the time. Which is why they take almost a week to be available at their full potential. Not so productive. Is it? The same time should be devoted communicating with other employees in the company and get comfortable in the workspace. This will positively impact the productivity of the new employee, as it is directly correlated with the comfort level at the workspace.
In the second part of the pre-onboarding series, we will talk about the important activities that come under it.