Maximising Time to Competency: Elevating Onboarding for Lasting Impact
Simon McSorley
Making Cuttable a company that’s impossible to replicate, hard to resist and difficult to stop caring about...ex somethingy something.
There’s one facet of hiring that often goes overlooked but holds immense importance for technology companies: Time to Competency.
Businesses around the globe make substantial investments in hiring processes, HR Tech and their talent & HR teams. However, the real challenge lies not just in acquiring talent but in ensuring they become productive contributors swiftly.
The Significance of Time to Competency:
Research conducted by SHRM reveals that organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. The numbers don't lie—efficient onboarding can be a game-changer.
Challenges in Traditional Onboarding:
The conventional approach to onboarding often follows some of the basics: system access, meet-and-greets, and corporate videos. While these elements undoubtedly have their place, they merely scratch the surface. The reality is, that this standard process frequently fails to equip new hires with the tools and confidence they need to hit the ground running. BambooHR's study shows that 17% of new hires in the US are inclined to quit within their first three months due to ineffective onboarding.
Importance of Meaningful Contribution:
Beyond the checkboxes, what really matters is the ability of new hires to make meaningful contributions in their roles as soon as possible. In general, knowledge workers want to feel as if they’re making an impact and contributing meaningfully. Where this is most important is probably with junior or early career hires who might have less life experience and self-initiative and may be less likely to self-manage in this area.
It’s also important for junior hires to understand the expectations placed on them, how to recognise effective performance and how to find support. Thinking about this further, it becomes clear that effective onboarding isn't just about filling out forms and that it really needs to be a collaborative effort involving HR teams, hiring managers and the broader team.
In a hybrid/remote workforce where incidental learning in physical workplaces is scarce, the importance of a comprehensive onboarding strategy becomes even more pronounced. We need to ensure that new hires feel supported, set up for success, and connected to the organization's mission and culture.
Updating Onboarding?
Obviously, granting access to necessary tools and systems is crucial and social integration is an essential part of feeling welcome in a new workplace. However, the extent to which team members can help navigate the intricacies of a new job and company often remains unaddressed.
Corporate training videos, while informative, can sometimes feel like watching paint dry. They can provide necessary information, but their effectiveness in conveying practical knowledge is limited. Without context, these videos might as well be an intro to the company's sleep therapy program.
It's clear that these traditional onboarding practices are crucial but often what's missing is a deeper integration of new employees into their roles, where they're not just participants but contributors from day one.?
So how we can bridge this gap.?
Delivering Meaningful Contribution
Junior hires often bring enthusiasm and fresh perspectives to the table, but they may lack the life experience and self-assuredness of their more experienced counterparts. They're eager to contribute, but they might hesitate when faced with unknowns. According to a study by Gallup, only 23% of employees strongly agree that their onboarding experience helped them get ready for their job. For junior hires, this gap can be even more pronounced.
Building the confidence to self-start is a key aspect of accelerating time to competency. An effective onboarding process should empower new hires to take the initiative, find answers to their questions, and feel like active problem solvers. A report by Aberdeen Group found that organizations with a formal onboarding process experience 54% greater new hire productivity.
For roles requiring specific technical skills, the importance of early technical proficiency cannot be overstated. A study by the Brandon Hall Group revealed that 90% of organizations believe that employees make the decision to stay at or leave a job within the first six months. Effective onboarding, particularly for technical roles, can play a significant role in this decision.
With the rise of hybrid and remote workforces, the landscape of onboarding has shifted. The incidental learning that occurs in the physical workplace, like impromptu conversations and observing colleagues, doesn't quite exist in remote settings. This transition requires us to rethink how we onboard, especially when it comes to immersing new hires in the company's culture and values.
A Collaborative Approach
The Role of HR Teams:
Tailoring Onboarding Programs: Effective onboarding starts with personalization. HR teams can make a significant impact by tailoring onboarding programs to meet the unique needs of each hire. According to a survey by HCI, 73% of organizations with a well-structured onboarding process allocate more time for customized orientation.
Fostering a Culture of Learning: Beyond paperwork, HR can cultivate a culture of continuous learning. Encourage new hires to engage in ongoing training and development, not just during the onboarding phase but throughout their tenure. A report by LinkedIn found that 94% of employees would stay at a company longer if it invested in their learning and development.
The Hiring Manager's Responsibility:
Beyond formal training, informal knowledge sharing is invaluable. Encourage team members to share their expertise and insights with new hires. This can bridge the gap between theory and practice, helping junior hires grasp the nuances of their roles faster.
By adopting a collaborative approach that involves HR teams, hiring managers, and the wider team, organizations can transform onboarding into a dynamic process that propels new hires toward meaningful contributions. In the era of hybrid and remote workforces, this collaboration becomes even more critical.
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Bridging the Hybrid/Remote Gap
In traditional office settings, much of the learning happens incidentally. Employees pick up valuable insights from impromptu conversations, observing colleagues, and participating in face-to-face interactions. However, in the world of hybrid and remote work, these serendipitous learning opportunities are significantly reduced.
To overcome this challenge, organizations need to invest in virtual solutions that facilitate collaboration and knowledge sharing. Leveraging not only technology like virtual team meetings, chat applications, and online communities but also working alongside sessions can help create opportunities for informal learning in remote settings.
The Importance of Cultural Integration:
By addressing the unique challenges of hybrid and remote workforces, organizations can ensure that new hires are not only technically proficient but also culturally integrated, regardless of their physical location.
Making New Hires Feel Supported
There can often be gaps between what the business feels is adequate support and a new hire's real experience. Initiatives such as mentorship programs can be a game-changer in making new hires feel supported. Assigning experienced employees as mentors provides a built-in support system and a trusted point of contact for questions and guidance.
Another approach is to implement buddy systems, where new hires are paired with a colleague who can serve as a friendly face and resource during their initial days. Research by Aberdeen Group found that organizations with buddy systems in place achieve 60% year-over-year improvement in revenue per full-time employee.
Frequent check-ins and feedback sessions are essential for gauging the progress and well-being of new hires. These sessions should go beyond a mere review of tasks; they should provide a platform for new hires to express their concerns, ask questions, and receive constructive feedback.
Encourage new hires to view feedback as an opportunity for continuous improvement. This mindset not only accelerates their growth but also fosters a culture of ongoing development within the organization.
Recognizing Achievements:
Recognition plays a pivotal role in boosting morale and motivation. Acknowledge and celebrate the achievements of new hires, both big and small. Recognizing their contributions reinforces their sense of belonging and value within the organization.
Employee Recognition Programs: Consider implementing employee recognition programs that allow peers and managers to acknowledge outstanding efforts. According to Gallup, employees who feel their efforts are recognized are more likely to remain engaged at work.
By providing new hires with a strong support system, regular feedback, and recognition, organizations can help them navigate their initial challenges and foster a sense of belonging and purpose.
Measuring Time to Competency
To gauge the effectiveness of your onboarding process, it's essential to establish Key Performance Indicators (KPIs). These metrics provide valuable insights into how well your onboarding strategies are working and where improvements may be needed.
Continuous Improvement:
The onboarding process shouldn't be static, ideally, it should continuously evolve to meet changing needs and expectations. Regularly review and update your onboarding program based on feedback, industry trends, and the evolving requirements of your organization.
By measuring time to competency through KPIs and gathering feedback from new hires, organizations can fine-tune their onboarding processes to achieve better results and ensure that new hires are not just onboarded but set up for long-term success.
The statistics speak volumes. Organizations with well-structured onboarding processes significantly improve new hire retention and productivity. A strategic and collaborative approach that involves HR teams, hiring managers, and the broader team can bridge the gap between onboarding as a mere checklist and onboarding as a transformative experience.
In the era of hybrid and remote workforces, the challenges have multiplied. Incidental learning has given way to virtual collaboration, and cultural integration has become paramount. However, with the right strategies and technology, organizations can ensure that new hires are well-equipped to succeed, regardless of their physical location.
It seems like the evolution of onboarding is not just about checking boxes—it's about nurturing talent, fostering growth, and propelling new hires toward meaningful contributions from day one. As business leaders, HR managers, and talent acquisition professionals, the call to action is clear: elevate your onboarding practices, and watch as your organization thrives with a workforce that's not just onboarded but set up for long-term success.
I'm the founder and owner of Crew, a Talent Consultancy for SaaS and technology-led companies. We provide strategic, tactical and delivery recruitment services to clients, in either an in-house Micro RPO model or a high-touch agency model for smaller volumes.
A client recently described it as "the care of an in-house team with the speed of an agency partner" (We should hire them to do our marketing).
Product, Design, Data and Engineering are our bread-and-butter roles. wearecrew.io for more details.