Employee Onboarding: Fostering Relationships with New Hires

Employee Onboarding: Fostering Relationships with New Hires ?

Human Resources (HR) managers encounter challenges daily, with recruitment and employee onboarding among the most demanding. HR professionals can agree that onboarding begins once a candidate accepts a job offer and continues until the new employee is wholly integrated and performing as anticipated. Onboarding is also one of the most significant factors that affect employee retention, with a strong onboarding process improving employee retention by 82%.

The definition of employee onboarding varies across different organisations – while the process can be similar, time frames and tasks involved give each onboarding programme its uniqueness. Onboarding is a HR term that refers to the initial process of new employee orienting and training. Also known as organisational socialisation, it is vital in helping employees understand their new position and their expectations. Given that good onboarding effects higher retention and productivity, organisations have great opportunity to improve, especially as 88% of employees do not believe that their companies do this well. Onboarding should be geared towards making new hires become fully engaged and culturally acclimated while proving the company’s commitment to investing in their professional growth.

?Onboarding can present as the following:

·???????Job offers

·???????Salary negotiation

·???????Policy and culture training

·???????Executive and team introductions

·???????Employee handbook training

?Remote onboarding

?The current global transformation is accelerating changes to the traditional onboarding process and practices. It requires that employees be prepared for remote working and an organisation's strategy for conducting employee appointments, induction and ongoing engagement. Remote onboarding refers to the digitisation of the position offer management, welcome and induction of new hires.

Onboarding software is designed to bear the extensiveness of the process and can be tailored to provide the necessary support to employees across different levels of the company. The technology has evolved such that it is seamless and user-friendly and platforms an experience that highlights company culture.

?Research by PwC indicates that South African companies realise the benefits of investing in employee wellness to create long-term value – while several changes have occurred, predominantly employee-centric behaviour is of permanence in the future of work. HR leaders will need to rethink how to make employees experience more personalised and intimate, especially for new employees who do not have organisational context and interaction with their colleagues and leaders.

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