The Importance of Onboarding in The Hiring Process

Published On
Nov 4, 2022
Read Time
4.5 Minutes
OnBlick Inc

Employee onboarding is a vital step in the hiring process. However, not many organizations give onboarding the significance it deserves. It’s high time they understand that not having their new hires onboarded properly can prove unfavorable to the organization.

Want to know how you can craft a successful onboarding program? This article will help you understand the essential components of effective onboarding.

What is successful onboarding?

Onboarding new hires is not all about providing an overview of the perks, the introduction to the technology, and handling ID cards. Ideally, onboarding must be a process that helps newcomers build the gap between the employee and the employer and adjust to the company’s social and performance levels. However, it is an underrated factor. Unlike the common belief that onboarding embarks with the first day of an employee in the organization, it commences right from the hiring and can extend to one year or more.

Outcomes of successful implementation

• A suitable environment for motivation prepares the path for a new hire’s success story, contributing to a surge in a company’s productivity.

• Employee retention will be improved if sufficient resources are added to skill development and the variety of employment chances for advancement.

• A comfortable work environment will boost the family and friend circle recommendations.

• Reinforcing a company’s culture is no longer a humongous task to take over.

• Employee engagement is significantly more improved when performance is acknowledged quickly.

Impact of poor onboarding

• The new hires’ connection with the team or organization will be lost, which will deteriorate teamwork.

• They fail to understand their designation’s purpose, roles and responsibilities sufficiently.

• There will neither be any excitement nor passion for working.  

• Productivity will be hindered.

• Personal life also could be affected negatively.

Funding for Onboarding

• If there must be any profit with onboarding, one advance step to be considered is to look into the funding. Determining the cost necessary for this project will throw light on what can be done with the funds.

• Jot down the necessities for effective onboarding, like the paperwork and the time consumption for the administration, training cost, and funds for the welcome kit or the package, and the amenities that would be given to the new hires, like the software, hardware, supplies, and furniture.

• Include cost cutting, too, by using more digital documents, which would save time and paper. Following all these will ensure profit for the project.

How to have a successful onboarding process?

Various strategies are taught in the process of successful onboarding. While some stick to the presentation and scheduled meetings for evaluation, others step into a different implementation with various fun factors like games and limbo bars. No matter what the HR team opts for, the objective remains the same: to establish a fair work experience for the employees. Here are some points managers and team leaders must consider:

1. Do not wait for day one: Onboarding is supposed to be done before an employee’s joining date. This consumes little time for the team but is an effective method. A simple act such as sending a welcome mail creates a feeling of consideration and welcome.

2. Give a good reason to invest: Once proper communication is passed regarding the company’s mission, vision and values, employees will be engrossed in investing their valuable time and effort into their work. Captivate them and keep them under your spell.

3. Purpose of careers: An individual is more likely to cooperate if the organization’s mission and the purpose of their jobs are aligned. Every organization looks for employees compatible with their cultures, and so do employees.

4. Emphasize values: Maintaining communication with co-workers is essential for the team. Giving meaning to values fosters trust; thus, cultivating an appreciation for these values when demonstrated is crucial.

5. Be an informer: Give a good picture of the company’s social features and the areas that staff members enjoy hanging out in, such as the coffee shop and the game room, so that they can take advantage of all the facilities for better engagement and informal communication.

6. Formalities: Explain all the rules and compliance requirements, labor laws and safety standards, as it is essential to finish the paperwork and other formalities. All employees must complete and sign Section 1 of Form I-9 no later than their first day of employment.

7. Clarifying the company’s structure: A company’s functioning can be easily understood using creative visuals and org charts. If this is not comprehensible, the same can lead to an uncomfortable environment throughout the initial working days and make working in the company miserable.

8. Be approachable: Share the details of the person to be contacted when the new employees require any information and offer help. Providing enough resources not only enhances their productivity and skills but also gives them enough reasons to stay with the company.

9. Always have checklists: Listing is an effective method as there will be numerous procedures to be completed by the employee. This can help in the organization and standardization of the onboarding process. You can ensure that no information is missed; also, using reminders to circulate new policies put forth in the company will help a lot.

10. Have a background check: For a company, it is vital to check on the candidate’s foreground information to mitigate any risk factors that would interrupt the smooth running of the company, and we must make this step mandatory. The team can also put effort into identifying the newcomer’s strengths and challenges affecting their performance so that possible measures to overcome can be instructed in advance.

Final Thoughts

A strong onboarding program can positively impact the relationship between the company, employer, or business with the employee. Since employees are a crucial part of the business, be it in any corner of the globe, onboarding must be dealt with utmost care and proper planning. Incorporating the factors outlined in this article into your onboarding program will encourage your new employees to stay with you for extended periods.

How does OnBlick help?

OnBlick is an immigration and HR compliance solution that guides businesses on the path of compliance.

• We provide a hassle-free onboarding experience by letting you onboard multiple employees at once and store & manage their documents in one place.

• You can send all the onboarding documents, like the offer letter, employee agreement, and W4 form, through OnBlick and get them signed by the employees as we are integrated with SignRequest.

• Your employees can make use of OnBlick’s Employee Self Service to access their documents and get their work supervised.

• Our electronic Form I-9 feature eases the completion and storage requirements of all your I-9s, and keeps you reminded of the timelines for the newly onboarded employees’ forms.

• OnBlick’s seamless integration with E-Verify confirms the employment eligibility of every employee you hire.

• For your employee document verification, you can choose from our vast network of Authorized Representatives spread across more than 500 cities in the country.

• Besides this, OnBlick provides you with the latest industry updates regarding Form I-9, new guidance issued by the Government, and everything that you need to ensure Immigration and HR compliance.

Complete, Update and Retain Your Form I-9s Digitally

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