Because of the crucial difference high quality hires can make, businesses understandably spend enormous amounts of time and money on attracting, interviewing, assessing and hiring the best possible candidates. However, once the offers are accepted, what happens?
According to recent studies, companies that strategically invest in onboarding realize higher employee engagement in the future. Unfortunately, many organizations treat onboarding as a simple orientation event where the employee fills out some forms and is given an ID card. This approach short-changes the process and is not a model for producing engaged, productive, long-term employees.
Smart HR leaders are starting to ask “Can we not begin the onboarding process once the offer is accepted by the candidate?” “Shouldn’t onboarding continue beyond the first few days?”
New employees respond well when their onboarding is seamless - especially when they experience things like exposure to the executive and the company vision, colleague/mentor introductions, and new hire communications and surveys. Organizations undertaking such practices are not only building employee loyalty, they are setting their new hires up for greater success.