1. What is onboarding?
Onboarding, translated from English to French as “embarking”, includes all the processes related to the welcome and integration of a new employee.
This process is also sometimes referred to as “organisational socialisation” because it refers to the socialisation processes that allow one to integrate into an organisation.
Onboarding processes are generally categorised into 4 phases: the 4 Cs.
- The Compliance phase: verification of the compliance of all the legal elements related to recruitment: signed employment contracts, signed company policies, general rules explained, etc.
- The Clarification phase: clarifying the aspects that might still be unclear after recruitment i.e. the exact responsibilities and expectations of the role, or the basic operations of the organisation.
- The “Culture” phase: to clarify the cultural norms (formal or informal) of the company to the newcomer: relationships between individuals, language norms, and what the norm is for lunch or social events.
- The “Connection” phase: this is the last phase, and the most complex because it aims to create connections between the new employee and the other members of the company. This phase is, in fact, much more personal and requires a commitment on the part of the newcomer.
2. Why set up a good onboarding process?
To encourage commitment
Keeping your employees engaged is a key factor in the development of a company and, believe it or not, a good onboarding process can really make all the difference.
If, on arrival, your new employee feels integrated, they will give their all, out of recognition and a desire to participate in the group’s success. If, on the other hand, they feel unwelcome or, worse, left out, they will remain more passive.
To reduce turnover
Did you know that most employees who do not feel comfortable in their new position consider resigning within the first 6 months of their contract? (Aberddeen survey, 2013)
Why spend so much time and money on finding the ideal candidate if you are going to let them go before the probation period is over?
To reduce the risk of them going elsewhere you should: prepare a functional workspace for them, facilitate their social integration by introducing them to the rest of the team, and assign them a mentor who can guide them.
For a better long-term collaboration
To ensure that the integration of your new employee is as smooth as possible, remember to get the whole team on board with you. They are the ones who will directly or indirectly be working with the new person, and as we explained earlier, it is essential to make your employees active players in the recruitment process.
Plan at least one induction day for introductions and allow the new person to understand your internal organisation.
Note that the bonds forged during the first few weeks are essential for a good long-term relationship.
For good productivity from the start
Joining a new company, regardless of your level of experience or seniority, is like jumping into a void. You’re not yet part of the group – you don’t quite understand the work methods and you don’t know such trivial details as where the photocopier is located.
By being present during the first few hours of a new employee’s welcome, and by taking them through the basic but useful information, and explaining your processes, they will then be able to immediately dedicate them to value-added tasks for which you hired them.
For your employer brand
A good welcome and onboarding process are nowadays one of the reasons put forward by recruiters to attract candidates! And for good reason, they want to be welcomed and will favour a company that will not just see them as a number.
Note also that “well received” employees will likely become ambassadors for your company, preaching the good word to their contacts, who may become future employees.
Are you now convinced of the importance of setting up a good onboarding process within your company? We have some tips for you here (link to the article: how to successfully integrate your new recruits).