The top five onboarding blunders that could be costing your business

 

When you find an ideal candidate for a job, it can feel like much of the hard work’s over. All that’s left is to offer them the role and sort out the paperwork - what could possibly go wrong? The reality is, it’s at this stage of the process where plenty of things can, and regularly do, go wrong. It’s the tricky task of turning a preferred candidate into a contented new starter, known as employee onboarding. Inadequate onboarding is an organizational flaw that can prove extremely costly. A 2016 study, commissioned by webonboarding, found that 47% of HR managers said they had lost preferred candidates because of problems during the process. It was also found that almost a quarter (24 percent) of HR time is typically spent on onboarding with most companies still handling it manually via paperwork and phone calls.

Here’s a look at five of the most commonplace onboarding blunders that companies are prone to making:

1. Slow and frustrating processes

Effective employee onboarding requires handling a complex range of communications between HR, hiring managers and onboardees. It’s having to manage everything from contracts and references to payroll details and dietary preferences. Most companies still rely on traditional methods to handle this - a combination of emails, phone calls and paperwork. It creates a slow and error prone system with information scattered across an organisation. It’s frustrating for onboardees and resource sapping for HR teams. Any delays during the phase will heighten the chances of preferred candidates being lost.

 

2. Failure to convey company culture

A common mistake with onboarding is to view it as a box ticking exercise. It limits the experience for new starters to little more than a series of administrative hurdles. Onboarding should smoothly integrate a new starter into your company culture. It should provide a genuine feel for the business they’re becoming a part of, creating a more welcoming and engaging experience.

 

3. Not being ready for new starters

Starting a new job is a stressful enough situation for employees without the added headaches caused by inadequate onboarding processes. All too often, organizations simply aren’t ready for the new starters. A 2017 global survey found that 42 percent of onboardees said they didn’t have a computer or laptop when they first arrived. And more than a quarter (26 percent) said they didn’t even have a desk. It creates a negative first impression for employees and stifles productivity as they’re unable to access the tools they need to operate.

 

4. Failure to monitor performance

One of the reasons onboarding has been so problematic is that it has been an area of administration that has been hard to track. With a mix of different processes and communications, it’s hard to identify how and why things are going wrong. With information spread across a patchwork of different document, spreadsheets and forms, it makes trying to collate any kind of performance data a prohibitively slow and complex task.

 

5. Inundating onboardees with information

There’s a lot of information that a new employee needs to absorb when they first start and without an effective onboarding plan, they’re liable to quickly become overwhelmed with a muddle of different policies, rules and guides. It creates an ineffective way to communicate important company information, planting the seeds for a host of potential problems further down the line. Failures during this stage can prove particularly costly when they lead to compliance breaches.

 

The digital onboarding solution

It’s to tackle each one of these problems that businesses are turning to digital systems such as webonboarding. This replaces the traditional reliance on manual processes with a fast and automated way of handling onboarding. It allows a custom workflow to be created which manages and collates all of the information that’s required. Information is available instantly with a completely transparent process which lets HR, hiring managers and onboardees know what’s required of them and the status of each task. It’s a faster, simpler and much more efficient way of working. With accurate data on every aspect of process, it allows onboarding to be constantly refined, improved and reported on to create the best possible experience. By boosting efficiency and enhancing the experience, it reduces the HR administration load and maximizes the chances of attracting the best employees.

Webonboarding provides a professional and streamlined way to onboard new employees - reducing admin time, boosting efficiency and improving employee engagement.

Find out more by requesting a demo here:

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