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How can you measure the effectiveness of your onboarding process for employer branding?

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Onboarding is not just a way to train and integrate new hires, but also a powerful opportunity to shape your employer brand and attract more talent. However, how do you know if your onboarding process is effective and aligned with your employer value proposition? In this article, you will learn how to measure the impact of your onboarding process on your employer branding using four key indicators.

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1 Employee satisfaction

One of the most direct ways to assess the quality of your onboarding process is to ask your new hires how they feel about it. You can use surveys, interviews, or feedback sessions to collect their opinions on various aspects of the onboarding, such as the content, the duration, the support, and the culture. By analyzing their responses, you can identify the strengths and weaknesses of your onboarding process, as well as the areas that need improvement. Additionally, you can measure the level of engagement and loyalty that your new hires develop towards your organization as a result of the onboarding experience.

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Austin George

Strategic Sourcing Specialist | Data Driven Operations | Candidate Experience |
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It starts with how they were recruited. Employee Retention can be expensive if not done properly. Something that is more expensive is a bad/toxic work culture. That can be detrimental. The biggest boost to employee satisfaction would be the following: 1) Great Recruiters/Recruitment Process 2) Great Onboarding 3) Leaders in place that believe in treating the employees right! 4) Employee Retention Specialists... If you don't know what that is you should.. If you don't, reach out to me!

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Dipen Shah

"Experienced HR Leader with 9 Years' Expertise | Spearheading Organizational Growth, Cultural Shifts, Performance Enhancement, and Total Rewards at Axtel Industries Ltd"
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To check if your onboarding is good for your company's reputation, talk to new hires and ask how they felt. See if they understand their jobs and if they stick around for a while. Check if they learn their tasks quickly. Look on social media for positive comments about your company. Use feedback forms to get details. Also, compare what you promised in hiring with what new hires actually experience. If all goes well, your onboarding not only makes happy employees but also makes your company look good to others.

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2 Employee retention

Another important indicator of the effectiveness of your onboarding process is the retention rate of your new hires. According to a study by SHRM, 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. Therefore, you should track how many of your new hires stay with your organization for at least a year, and compare it with the industry average or your competitors. A high retention rate means that your onboarding process is successful in creating a positive and lasting impression of your employer brand, and in reducing the risk of turnover.

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Trent Cotton

My motto ?? HR is Old News, It’s Time for the Human Capitalist! As the Talent & Culture leader at Hatchworks AI, I focus on attracting, developing, and retaining top talent—the fun side of HR that drives our success.
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Be sure to review retention in the first 90 days. I find this to be a true indicator of the onboarding experience. I leverage this information along with new hire surveys, particularly the questions regarding onboarding, to determine any gaps or potential areas of improvement. I review this information on a quarterly basis to ensure I have my finger on the pulse of our employee experience and retention. If you can fix issues in the first 90 days, the rest tends to take care of itself.

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3 Employee performance

A third way to measure the impact of your onboarding process on your employer branding is to evaluate the performance of your new hires. You can use various metrics, such as productivity, quality, efficiency, or customer satisfaction, to assess how well your new hires are meeting their goals and expectations. You can also compare their performance with that of your existing employees or your previous cohorts of new hires. A high performance level indicates that your onboarding process is effective in providing the necessary skills, knowledge, and resources for your new hires to succeed in their roles.

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4 Employee referrals

A fourth way to measure the influence of your onboarding process on your employer branding is to monitor the number and quality of employee referrals that you receive from your new hires. Employee referrals are one of the best sources of talent, as they are more likely to be qualified, fit, and engaged. Therefore, you should encourage your new hires to refer their contacts to your organization, and track how many of them actually do so. A high referral rate means that your onboarding process is successful in building trust and advocacy among your new hires, and in making them proud to work for your organization.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you measure the effectiveness of your onboarding process for employer branding?

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1 Employee satisfaction

2 Employee retention

3 Employee performance

4 Employee referrals

5 Here’s what else to consider

Global Talent Acquisition

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How can you measure the effectiveness of your onboarding process for employer branding?

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1 Employee satisfaction

2 Employee retention

3 Employee performance

4 Employee referrals

5 Here’s what else to consider

Global Talent Acquisition

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