Try “Better Onboarding” with “Better Hiring”

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When a post in your company demands to be filled, you need to make sure that the top most talented candidate occupies the spot. As the process of hiring involves an investment of a lot of money and time, desiring a high-caliber is the least any recruiter can expect. 

Onboarding is a process that involves a series of events and training all required to transform a newbie into a fully functioning, highly productive employee. HR onboarding is a major step toward incorporating a recruit into the company.  

Now that we know what these two terms, ‘onboarding’ and ‘hiring’ are, let’s understand the correlation between the two. 

Reasons for the requirement of hiring the right match for your firm: 

Finding the appropriate candidate is very crucial. Quality staff plays a significant role in determining a company’s success. As every employee, from the front desk to the executive suites, represents a different aspect of your company to customers and the general public,  improper hiring could end up costing you a fortune. Here are a few reasons for which you should ensure better hiring: 

1. Managing employees is time-consuming. And there is no avoiding in it. But the only thing you can do is ensure that your time is getting invested in the right quota. A poor-caliber employee is sure to consume 70% more time than a candidate with a good caliber would. 

When you hire the appropriate candidates, you need not worry about whether your employees are completing their tasks correctly instead, you can concentrate on managing your company.

1. With the expansion of your business, the company gets involved in an immense need of employees who are capable of accepting responsibility for their job, and their position. As they will not only contribute to the success of the business but will also work to enhance and stabilize it at all stages of development.
2. Teams that work together to accomplish a task or goal contribute to a successful business. Your business culture will be enhanced if you hire excellent team players but get hampered by hiring the incorrect talent. Moreover, if you replace a poor hire soon after they start working, you can make the rest of the team uneasy and reduce productivity.

Reasons why a good onboarding is necessary: 

1. A good onboarding provides the employees with all the necessary information they might require when getting started in a firm. Thus, assisting the recruits to be less stressed and puzzled during their initial months at work. 
2. This process leads to an increment in the productivity of the employees since it involves a well-designed feedback system to ensure both training and employee progress is up to the mark. 
3. Periodic meetings with managers and staff are the best approach to prevent employee turnover, especially in the beginning. These check-ins serve as indicators of employee well-being as well as opportunities for interaction, employee input, and management accountability.
4. Engaged employees go beyond their limits, which boosts output and profitability while reducing turnover and absenteeism. However, the issue is that just 33% of workers are actively engaged. But, when new hires are onboarded properly, they may feel more a part of your organization’s goal, vision, and values.

But what does a good or bad onboarding does to employees: 

Onboarding aims at catapulting recruits to the orbit of productivity in a very lesser amount of time. But if the process is poorly planned, then it has the capacity to lower your employee’s confidence, and competence and might even reduce their engagement in the company. This in turn increases employee turnover. On the contrary, if the onboarding process is apt., then it might lead to employee retention of up to 50% and an increase in productivity by 62%.  

Conclusion

Better onboarding and hiring the right talent go hand in hand. Hiring the best candidates but failing to provide an effective onboarding program may result in demotivated employees and ultimately higher employee turnover. Research by Silkroad suggests that approximately 9% of the employees left their company just after a few months of joining it and almost 37% of the employees stated that their managers did not play any significant role in the most important training program. Therefore, if as an employer you pay attention to both factors, it will lead to a successful business.