Onboarding is the term used by HR professionals to describe the process of helping a new starter integrate into a business. It can start from the moment a job offer is made and continue through to their start date and induction.
If you manage this process well, your business benefits from employees who understand your company culture and their role in it. And you continue to reap rewards from engaging a new member of a loyal and effective workforce.
On the other hand, failing to manage this critical process of turning a candidate into an effective employee can cost your business dearly in terms of profits, resources and reputation.
Recruitment is an expensive process. Our research shows that the average cost to hire per employee is £609. Can your business really afford to continue losing money because of a poor onboarding process?
Don’t lose out to delays
Issues with onboarding can start even before your new employee walks through the door.
According to our research, 69% of HR professionals say that issuing contracts in a timely and accurate way has caused them problems.
That can mean losing a preferred candidate to a counter offer. Almost half of the HR decision makers we asked said that they had lost a recruit because of delays in making offers.
Get the offer right
Even if your business does act quickly to snap up the best candidates, there are still potential bumps in the road ahead. In our survey, 45% of HR decision makers said that inaccuracies in contract clauses or offer details created future issues for their organisations.
Dealing with pay, working hours, conditions of employment, notice periods and holiday entitlement needs real attention to detail. Getting things wrong in the early stages can mean additional, unexpected costs to your business or, even worse, legal disputes that take time and resources to resolve.
Too much paperwork
One of the problems with traditional onboarding is that it is a manual process that can lead to delays and inaccuracies. New employees, managers and admin staff spend time filling in forms and adding them to multiple systems when they could be helping new starters become familiar with their role.
First impressions count
New starters will quickly form an impression of your company, and decide if they want to stay. In our research, we found that lack of communication between a business and new starters, coupled with a poor induction process contributes to 27% of people who leave a new job in the first year doing so within their induction period.
This is a problem for businesses, as our research shows that it costs at least £195 per hire on top of the candidate sourcing and hiring costs. This is a hidden cost and therefore the overall potential figure from losing candidates within the initial onboarding process will be much higher.
The benefits of an efficient onboarding process
Get onboarding right and new recruits will be reassured that accepting your job offer was a good decision. This is particularly important when dealing with agency, part-time or seasonal employees who may have to get to know lots of people, and work in different places.
How webonboarding can help
Webonboarding can help you manage the process of taking the best candidates from job offer to effective employee. By removing the paperwork and automating manual processes, it reduces the pressure on costs and resources in your business.
It eliminates errors and speeds up the process of getting forms completed, so that you have all the information you need for a new employee to get up and running. By helping you create a good impression throughout the onboarding experience, your new starters will feel they’ve made a good decision and be motivated to become productive members of your business.
Find out more about webonboarding at www.webonboarding.com
Prepared for webonboarding by Michelle Nicol, http://word-struck.com