According to the Human Capital Institute, 70% of all new hires make the decision to stay or leave a company within the first six months of employment. Just as it’s important for new hires to feel comfortable and welcomed in their new company, it is also important for companies to find the right fit. In order for you to find the right fit and to make new hires feel welcome, you need to have an organized way for new hires to adjust to a new environment. On-boarding has become increasingly popular among corporations in 2014, with more on-boarding programs being developed by HR staff. HR Staff are reporting, through multiple surveys, that successful on-boarding programs not only help new hires adjust to social and performance aspects of their job, they also assist them in quickly becoming productive members of the organization. Here are three things a good on-boarding program can do to make your new hire feel welcome in your company.

  1. What is on-boarding?  On-boarding is a process by which a company integrates new employees into their organization with careful planning and protocol. There are multiple phases which companies can use to bring in a new hire; Passive, High Potential, and Proactive. Passive on-boarding uses general compliance and role classifications of an organization. It is very broad spectrum and fails to address the cultural and technical aspects of how a company functions. High Potential on-boarding provides new hires with a sense of both formal and informal organizational norms. A new hire is introduced to key personnel, providing them with the building blocks to develop relationships and a network, which in turn helps the organization function in a productive and positive manner. Proactive on-boarding is considered “best practice”. It is a strategic management program that encompasses compliance and values of the company, an intensive orientation program, comprehension of the company mission statement, and thorough job clarification. At this level, a new employee has access to any resources necessary to help them achieve both personal and company goals.
  2. Constantly evaluate the on-boarding program of a new hire. On-boarding involves more than a simple transition of a new employee into your company. It is a way for your new hire to learn the ropes, share stories of past experiences, be part of an interactive team environment, and understand the bigger picture of the company. Constant communication and follow up with a new employee are necessary to make sure they are acclimating to their new work environment.
  3. On-Boarding is a long term process.  A successful on-boarding program is more than just a week of introductions and the passing out of company policies. It is a structured framework that thoroughly integrates a new hire into the organization. There is a consistent message that is delivered with repetition and a process of evaluation by colleagues to see how the new hire is adjusting. When minor hiccups occur, that is a good time to check in with the new employee. Studies show that a new hire takes at least six months to adjust to a new company, and a full year before effective on-boarding can be considered complete. If problems do occur, involve the employee in the problem solving. It not only gives you a better understanding of how they work through problems, it allows them to see how you communicate with employees, thereby making them feel more comfortable with their new work environment.

Strategic and clear on-boarding programs make new hires feel more comfortable; improve retention, increase productivity and overall job satisfaction. Accounting Career Consultants knows that a good on-boarding program will help your new hire feel welcome and provide you with a good fit for your company. Contact our team of experienced recruiters today to learn more about best practices in hiring including onboarding.