In an uncertain economic context like the one in which we live, it is wise to dwell on the subject. An onboarding covers the period and the actions implemented to integrate a new employee .
The literature is substantial on the subject to help companies make onboarding a success, but the difficulties are just as important.
Remote work, administrative tasks, organization, training… The obstacles as well as the actions to be put in place to integrate a newcomer can discourage the most reckless.
To help you, we have gathered in this article the benefits and essential ingredients for onboarding with small onions.
Why set up an onboarding program?
Because “ 45% of resignations occur in the first year ”. An onboarding lasts on average between 4 and 6 months, so it is during this period that everything is decided.
Here are the reasons why setting up onboarding is essential.
Ensure the retention of the new employee
The candidate must tell himself that he made the right decision in choosing you. Thanks to a good integration, you will limit the risks that your new recruit will find greener grass elsewhere.
Replacing an employee (including direct and indirect costs) can cost up to 300% of their salary . It is therefore a story of money but also of human investment.
You have :
- spent time looking for a candidate during the selection stages,
- involved other collaborators,
- provided support and any training.
All this in vain?
Your employer brand thanks you . More than an employee, you are onboarding a new ambassador for your company who will be able to convey a positive image in their network or on platforms like Glassdoor and allow you to attract new talent.
In the case of a successful onboarding, even if the collaborator decides to leave, it will not be because of you .
Your future ex-collaborator will not only be an ambassador as indicated above, but also a possible successful recruitment in a few years.
Onboarding makes it possible to train a new employee efficiently and calmly . That is to say, to provide it with all the information and tools necessary to carry out its missions.
The moment of onboarding is ideal for scheduling personalized training in order to make the employee quickly productive and autonomous. You can also perform remote onboarding using pre-recorded videos. Kannelle, for example, is an all-in-one video solution that lets you make professional training videos in just 15 minutes!
Create the link between the onboarded and the other collaborators
Successful collaboration is one of the main reasons for the success of any business. Onboarding also aims to promote communication between the teams and the new recruit .
These first months will allow the newcomer to meet and forge links with his colleagues and build the foundations for future collaborations.
Develop and convey the values ââand culture of your company
The best way to know if a new employee fits into the culture and values ââof your company is to pass them on to them as soon as possible.
By integrating these codes, these requirements and by sharing with other employees the fact of being united around a common mission , the onboarder will increase his chances of being more quickly effective.
The ingredients for an unmissable onboarding
The miracle recipe for onboarding applicable to all companies does not exist. We therefore prefer to give you advice to take and adapt to your organization.
Preboarding, the onboarding aperitif
To ensure successful onboarding, it should be introduced by pre-boarding. You have certainly said “yes” to yourself, but by the first day of work, anything can happen and the employee may not show up .
To avoid this, here are some actionable tips:
Send a welcome-pack : it can contain a notepad, a pen and a flocked t-shirt with the company logo. These elements combine both the practical side, bring the feeling of belonging and make you feel welcomed.
Propose a lunch with the manager and the team : depending on the availability of the candidate before his first day, a lunch allows him to meet his future team and start to create a link.
Organize a visit to the premises : this has the effect of making the new position concrete and make you want to start the adventure.
Do not mislead on the goods
Don't make promises you can't keep. Admittedly, recruitment is a matter of seduction, but transparency will always pay off .
All companies have their pros and cons which you need to discuss with the candidate in the same way. It's the bad surprises that make people angry.
The large kitchen requires suitable functional equipment
Make sure the employee has all the tools they need to work .
It may seem like the BA-Ba, but there is nothing more painful than going fishing for information to activate your Gmail account, or having, after two weeks of work, only part of your hardware.
Everything must be ready before the first day .
Also plan a point of presentation of the tools used daily in your company (Slack, Google Document, etc.) to the newcomer.
Involve more employees
This is even more true remotely, the involvement of collaborators from his team or others in onboarding makes it possible to limit the isolation of the new collaborator .
This can result in the attribution of a godmother or a godfather for the onboarded. It's up to you to define the details of his role, but he can explain and transmit the values, codes and rituals specific to your company.
Determine the first objectives
The objectives are the first elements of the employee's commitment .
Through these initial objectives, you allow the employee to plan for the longer term.
Here's how to set them up:
Take the help of an HRIS solution to create, share and monitor these objectives, which are also accessible by the employee from a dedicated personal space. More information here .
Goals should be realistic (achievable) . To do this, create small, short-term goals that bring quick gratification and encourage the achievement of longer-term ones.
Do not impose, propose and co-construct with the new collaborator his objectives based on his job description. This will have the effect of empowering the employee.