What makes good candidates become great employees? Is it just the work they get to do? Yes, to some extent. But there’s something that they experience even before they get to know their teams and start working on assignments. Every experience counts – right from their first engagement with the company representatives, till the chain of events that follow after they receive the offer.
Whether they perceive the system as organized and disciplined or complex and discordant depends on various factors – the way they’re inducted and introduced to others in the company, how smooth and simple the on-boarding process is, etc. Statistics reveal that 80% of the new employees decide whether to stay or leave the organization within the first year of joining. As many as 4% of the incumbents quit after a disastrous first day.
Actually, a lot depends on how they think the system treats/has treated them. This perception about the processes and work culture mostly stems early on, especially during on-boarding. It is, thus, imperative for companies to evaluate and rethink their on-boarding processes and look for ways to better them. After all, it’s not just the cost incurred for hiring new employees that is at stake, but also the brand value of the company.
Traditional on-boarding was a long drawn, complicated process involving numerous, time consuming steps. It’s a fast-paced, mobile world today. Employees are more aware of their rights, about how market leaders facilitate their workforce, and other opportunities available in the market. Thus, companies and all functions therein, must keep pace too, lest incumbents move on even before the organization has time to realize the expenses incurred for hiring them.
Adopting smart on-boarding processes, however, can make all the difference. In addition to improving employer branding, these processes ensure smooth and fast on-boarding, saving both HR personnel and new employees a lot of time and effort.
- Online formscan eliminate the need for employees to fill up the same details on multiple pages of the joining kit. Also, this would save HR personnel the trouble of checking and tallying the information filled in for same field across multiple pages.
- An online repository of employee informationcan help HR retrieve data anytime, anywhere. It can also improve security by allowing only authorized access.
- Automation of inputs to various processes like payroll and medical insurance ensures accurate and timely inputs.
- Pre-joining engagement with the new employees reduces the probability of offer drops and helps them know the organization better.
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- Pre-joining notifications sent to other departmentscan help them manage the on-boarding activities smoothly and efficiently. Automated processes can reduce manual, administrative work associated with coordinating and tracking, and ensure compliant hiring formalities.
Integrating smart on-boarding processes also yields other benefits like reduced paperwork and shipping costs and faster time to productivity.
Research predicts that automated on-boarding tools that bridge the gap between recruitment processing outsourcing and retention processes will fast be gaining ground. This would make organizations aggressively pursue coordinated techniques for delivering information, benefits and forms through corporate intranets and other electronic channels. Thus, it is time companies switched to smart on-boarding processes for configurable, cost-effective, innovative solutions to improve efficiency and drive business excellence.
An on-boarding process, combined with technology, can provide a unique combination for an organization and its new hires, transforming into a Fast, Accurate, Compliant and Engaging (FACE) tech-process, thus ensuring smooth and efficient on-boarding experience.
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