When someone is recruited into an organization, employee onboarding entails more than just orientation, paperwork, and training. The first 90 days after a new employee starts working for your company are critical for future employee success and retention, according to talent management. Here are some ways that formal onboarding will help you improve your talent management strategy.
If new employees do not develop relationships with their bosses and coworkers soon after starting work, they are less likely to stick with the company in the long run. Assigning a mentor to each new recruit facilitates the development of a friendship with a supervisor or senior colleague and provides a safe haven for concerns that they would otherwise be afraid to ask. A mentor will also help new hires build relationships with their coworkers and gain access to the new team.
Having a rationale for why you do things and being willing to explain the “why” to new employees helps them gain a better understanding of how your corporate culture works and helps them buy in, or engage with, the company’s way of doing things. Employees who are engaged perform better in their jobs and stay in them longer than those with low levels of engagement.
After a few rounds of the recruiting process, the hiring team should know that the majority of people would have similar concerns. Identifying these issues and anticipating and responding to them, either in writing or in one or more face-to-face meetings, will make the first few weeks run more smoothly and help new workers feel more at ease in their new surroundings.
Scheduling a few meetings with new employees during the first 90 days will allow for the exchange of routine details as well as other issues, and will assist managers in building a rapport with them.
New workers can easily see where they fit into the business and build a sense of intent for their work if onboarding is organized and follows a defined procedure. Employees will soon begin to contribute in beneficial ways to their organization and the business as a whole until they understand what they are supposed to do.
Structured onboarding can seem to be a difficult task, but it can be automated with aTalent Onboard Employees platform so that no one forgets what they need to do at each stage of the game. Meetings can be arranged, details can be disseminated, and every member of the recruiting team can be kept up to date with what has been done to make the onboarding process as smooth as possible for each new hire. Schedule a demo and see for yourself how aTalent Onboard can help you with talent management today.
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