Onboarding

One never gets a second chance to make first impression! – Will Rogers

Organizations are spending huge amount of money, time and resources to build a brand image, so that they can attract Investors, Customers & Employees. One of the easiest and simplest ways to create a brand value is through Employees.

Employees become brand ambassadors of any organization. Based on their experience they spread a good or not so good image with their immediate circle, friends and family. Therefore, a lot of emphasis is laid on employee branding and employee experience. One such process which creates a lasting experience on an employee is, New joinee On boarding process.

When would you say, a new joinee On boarding process begin for your organization? Once the candidate accepts the offer! However, for a candidate, on boarding process begins when S/he are interviewed for the first time, in fact, when they receive the very first call for an interview. They are watching for verbal and non verbal clues to understand the culture and process of the organization from the very beginning.

How the interviewer is conducting interview to how well the entire recruitment process is coordinated to when & how they are sharing feedback after completing the entire process forms crux of any candidate’s decision to pick an offer with your organization.

The competitive market trend from start ups to large multinationals alike, companies are scouting for talented and experience resources. Work from home, flexible work time options to paying internet and system charges employers are trying to retain talent in the best possible ways. With current benefits and flexibilities provided by employers, candidates have all the choice of the world.

That said, maximum attritions happen in first one year tenure of employee joining the organization, when compared to all other tenures.

Therefore it is very important for organizations to create a positive and lasting “first impressions”!

Let’s look at some touch points where we can enhance employee experience during on boarding process.

• Keep communication open and transparent during interview process. Having an Application Tracking System, ATS helps to avoid slippages in feedback communication or next steps in interview process.
• Set the expectations right during & after interview process. Primarily about organization culture, team they are going to work with, role they are going to play and finally about salary and increments.
• Virtual on boarding will not only help employee complete the formalities seamlessly but also give them enough space to observe and process information shared with them. Also options of going back to refer information in future will be an added advantage. This also avoids inaccuracies in employee data and duplication of work.
• Continuously keep in touch with employee, at regular intervals of 30, 60 & 90 days cycle can help employer understand how well employee is settling with the organization. It could be through surveys, one on one meeting, or general discussion. This will help to keep a tab on pulse of employee experience and quickly address any slippages.
• Have a buddy system or connect program to help new joinee get accustomed to systems and processes with the organization. To conclude, employee experience from the time of interviews to offer acceptance, joining, induction, probation completion and retention till at least first one year within the organization can be called as an on boarding experience and too be well taken care of.