• Hazel Parker

Onboarding is Not an Event, It’s a Process

When many think of onboarding they think about explaining benefits, touring the building, and signing required paperwork that usually occurs during the first few days of employment. However, onboarding is a much more detailed process that extends far beyond the first few days. SHRM has reported that employees who receive well structured onboarding were 69% more likely to still be employed at a company three years later. They also feel more engaged and feel more connected to the company. An effective onboarding process is critical to employee performance and long-term success, as well as the company’s bottom line.

Onboarding begins before the employee’s first day on the job. Pre-employment onboarding includes the job offer, salary negotiation and signing paperwork. Once the employee starts, onboarding activities continue with orientation, company culture and policy training, job-specific training, benefits education and paperwork, facility tours, and introductions to key staff such as executives and team members. Define the steps or phases of the onboarding process, specify persons responsible for each step, and use technology as much as possible to expedite and facilitate the process.

Onboarding gives new employees an early impression of the company. Having a well-structured and effective onboarding process has a lasting positive impact on new employees and will help them understand how they fit in so that they can be autonomous contributors more quickly.

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