If your onboarding process for new starters is not a priority, it should be.
Onboarding has always provided the key link between the interview and induction stages of a new starter’s journey with their future employer. The process provides the mechanism through which a business can keep future starters engaged, thereby reducing dropout rates and further engendering commitment and loyalty.
A poor onboarding process is likely to disengage new starters – indeed, a survey completed by Cezanne HR identified that 63% of HR teams have experienced new recruits quitting before they start, 31% change their mind about accepting an offer because of poor or no follow-up, or a negative experience during the induction process and 51% left their jobs within the first six months because their job role did not meet expectations, also suggesting a lack of communication and preparation during induction. The average cost of replacing a leaver is in excess of £30,000, so when you’ve worked so hard to attract talent, why drop the ball during onboarding?
Of course, onboarding also provides the business with the opportunity to complete due diligence on the new starter, confirm qualifications and ensure compliance with necessary regulations and company policies – ultimately providing peace of mind to the employer.
There are so many reasons why it makes good business sense to commit time and attention to onboarding processes. In our webinar, our onboarding expert Shannon Woolley discussed:
In the meantime, why not watch our previous webinars which you can find here.