You’re probably well aware of the recruitment and onboarding statistics around new hires. One third of new hires will leave your organisation within 6 months, meaning that you’re constantly battling to keep the candidate pipeline full. It’s a bit disheartening to know that one in three of the people you are working so hard to hire will be elsewhere in a few months. What can be done though to reduce this wastage? One approach is to streamline the recruitment process to make it as easy as possible for people to go through it. Another is to train your managers in interviewing skills. After all, better and more accurate hiring decisions will lead to a closer fit between candidate, role and culture.
The onboarding process can make a huge difference in employee retention because it addresses a clear gap in the employee lifecycle. It’s probably the only time when companies ‘ignore’ their people. At the point at which someone accepts a role, they are at their most engaged. This should be the time, therefore, to hammer home the reasons they agreed to join in the first place. There’s an additional benefit to proper onboarding though, which is a greater flow of candidates into your pipeline. Let’s look at the some of the reasons for this.
Happy candidates will spread the word
With a reputation for treating people well, you’ll benefit from the positive feelings this gives to new starters. We all like to feel that our decisions were the right ones to take, so when new starters go through a proper onboarding process and feel more informed and capable, they’ll spread the word on your behalf. It’s inevitable that people will ask how their first few weeks in the job are going, but it’s rare for anyone to be pre-boarded and to start experiencing the difference in your process before their first day. It shows that you care, and your new starters’ friends will be intrigued and impressed at your approach. The recruitment pages on your website can only go so far in attracting candidates. Hearing how great your process is and how you look after candidates will bring people to your door quicker than any other attraction strategy.
Your satisfaction scores will go up
A vital measure of how you are doing in your recruitment efforts, apart from the actual number of hires, is the satisfaction scores your new starters give your process after they’ve joined. It’s important to keep track of these scores as they give you a snapshot of how candidates have perceived their experience. Clearly if you’re picking people up at acceptance stage and giving them a login to your onboarding platform, then your overall candidate experience will be seen more favourably and engagement levels kept high.
Online reviews will improve
People are going to write reviews about your organisation whether you like it or not. From existing and ex-employees to people you have interviewed. They’ll write about you on platforms such as Glassdoor and they’ll also post on Facebook, Instagram, Twitter and any other social media platform they feel like using. All of these posts can be surfaced when candidates search for information before applying for a job with you. You can’t stop these from happening so the only thing you can do is to make sure your candidate experience is the best it can be.
The time in between acceptance and start date is a huge missed opportunity for most companies, because they don’t keep candidates engaged during this time. Imagine how much better your engagement would be if you were able to say to candidates at the point of acceptance, ‘here’s your login for our onboarding platform.’ You can then relax knowing that they’ll be guided towards their first day with your own content set out in a logical and engaging way. With higher levels of engagement, candidates are much more likely to enjoy the lead-in to their first day and won’t be motivated to leave negative feedback online. With a better overall experience, any reviews left online will be more positive. Another thing to note is that onboarding platforms such as Onbrd give new starters the opportunity to engage with you directly so they’re unlikely to feel neglected and go looking for somewhere to post online about it.
You’ll get more referrals
Most companies use employee referrals to get more candidates into the pipeline. It’s cheaper than using recruitment companies and can be more accurate, especially around cultural fit. The one thing about referrals though is that existing employees have to feel confident in recommending your organisation to their friends and business contacts. They won’t give you referrals if they’ve had a bad experience. A lot of this is about their enjoyment of the role and the culture once they have worked there for a while, but a more positive onboarding experience leads to greater satisfaction overall, so it makes sense to put a proper onboarding process in place.
What do we mean by onboarding?
For us, onboarding is the period from acceptance to the end of the first three months in the new role. Typically, candidates are highly engaged throughout the recruitment process and especially so at the point of acceptance of the role. This unfortunately is the time when a lot of companies drop the ball. It isn’t easy to keep the engagement up when you’ve got other candidates to interview, offers to get out and all the other things that need to be done to keep candidates flowing into the business.
An onboarding platform such as Onbrd plugs the gap between acceptance and start date by guiding candidates through this period with timely information, training and contact with relevant people. It’s a proven way to keep engagement levels high and help people to quickly settle in on their first day and beyond. Talk to us today about how we can help you to crack the onboarding issue.