Rebuilding Trust in HR: The Onboarding Process
When candidates successfully navigate the recruiting process and accept an employment offer, they step into their next HR touchpoint—the onboarding process. This critical phase provides HR with a prime opportunity to create a positive and welcoming experience that reassures new hires they’ve made the right decision in joining the organization. Yet, as many professionals, including myself, have experienced, an ineffective onboarding process can lead to doubt and dissatisfaction, potentially tarnishing HR’s image and the employer’s reputation.
A recent survey revealed that 29% of new hires quit their jobs within the first 90 days. This statistic underscores the importance of a robust and engaging onboarding process for retaining top talent. Unfortunately, subpar onboarding is more common than it should be. I’ve personally encountered situations where, on my first day, office staff weren’t aware of my arrival, there were no clear expectations outlined for my role, and my equipment or email access wasn’t ready. Experiences like these send unintended “red flags” to new employees, making them question their decision to join the company.
When onboarding fails to meet basic standards, new
hires may interpret these missteps as signs of deeper organizational issues or a lack of care for employee success. These negative impressions not only risk early turnover but also damage HR’s credibility as a driver of employee satisfaction and engagement.
As HR professionals, we must ensure that onboarding reflects the company’s values and brand while creating a seamless, supportive, and engaging experience for new employees. Here are some strategies will enhance the onboarding process and help create a positive image for HR:
- Preboarding Preparation: Begin onboarding before the first day by providing a welcome packet, outlining first-day logistics, and ensuring all equipment, access credentials, and workspace arrangements are ready. This shows the company is organized and values the new hire’s time.
- Structured Onboarding Plan: Develop a clear and consistent onboarding plan that includes orientation sessions, role-specific training, and an introduction to the company culture. Sharing an itinerary for the first week can help new hires feel more confident and informed.
- Personalized Welcomes: Assign a mentor or buddy to guide new hires through their first few weeks. A personalized welcome from the team, whether through a lunch meeting or a greeting card, can foster a sense of belonging.
- Clarity and Communication: Clearly define job responsibilities, performance expectations, and key milestones during the onboarding process. Create open lines of communication between the new hire, their manager, and HR to ensure any concerns are addressed promptly.
- Ongoing Feedback: Solicit feedback from new hires about their onboarding experience and use this data to make continuous improvements. Showing responsiveness to their input reinforces that the company values their opinions.
By investing in an exceptional onboarding process, HR can strengthen its reputation as a champion of employee success. A welcoming and efficient onboarding experience not only retains talent but also builds trust and engagement from the outset, setting the tone for a productive and fulfilling workplace relationship.
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