By Team Edaiva
Last Updated : Aug 19, 2023
Onboarding new employees is a critical process that sets the foundation for an employee's success and tenure at a company. With the job market being extremely competitive in 2023, it's more important than ever to have a robust and engaging onboarding program to attract and retain top talent.
An effective onboarding process goes beyond the basics of paperwork and logistics. It's about making new hires feel welcomed, equipped with the tools and knowledge to do their jobs, and aligned with the company culture. When done right, onboarding leads to faster ramp-up times, improved productivity, and higher employee retention.
In this blog post we'll explore some of the key challenges companies face when onboarding new hires in 2023. We'll provide tips and strategies to create a robust onboarding process that sets up both the employee and company for long-term success.
While every company aims to create a great first impression for new hires, many face hurdles in developing a consistent and thorough onboarding process. Some of the key challenges include:
With hybrid and remote work becoming the norm, onboarding can't just take place in a conference room with paperwork and a laptop anymore. Companies need onboarding processes that work seamlessly whether employees are in the office, working from home, or a mix of both. This means leveraging online tools and dynamic training methods.
Smaller companies especially tend to have informal onboarding processes that vary by department or manager. This lack of structure can lead to critical information being missed and an inconsistent experience across new hires. Developing a structured, company-wide program is essential.
The typical 30, 60 or 90-day onboarding cycle is too long in today's business environment. Employees want to start contributing quickly. Lengthy ramp-up times can lead to disengagement and turnover. Companies need to accelerate onboarding.
Many onboarding checklists focus heavily on paperwork, equipment, and logistics. While important, these tactical items aren't enough. Onboarding also needs to educate on company values and culture to ensure alignment and engagement.
Sitting through boring presentations with lots of information dumped on you doesn't make for an engaging onboarding experience. Companies need to get creative in how they deliver information and make new hires excited to be part of the organization.
Now let's explore some solutions to these challenges and best practices for creating a stellar onboarding experience in 2023.
Onboarding shouldn't start on the first day of work. Send a welcome package or email to new hires as soon as they accept the job offer. Share logistics, training materials, and company swag to get them excited. Have the technology set-up and ready to go for Day 1.
Develop a structured onboarding schedule that strategically delivers information and training over the first 90 days. Break activities into weekly sprints mixing onboarding "essentials" with meetings with key people, social events, and early assignments.
Pair new hires with peer "buddies" who can informally answer questions and show them the ropes. Buddies help new employees get up to speed faster and feel like part of the team.
Online portals, messaging platforms, video conferencing, and training software open up many options for onboarding virtually. Get creative in how you use technology to onboard remote employees.
Replace boring presentations with interactive e-learning modules, videos, assessments, and quick reference guides. Let new hires learn by doing with hands-on assignments and projects.
Share your company values, mission and culture early and often. Have leadership reinforce why the culture matters. The more aligned new hires feel, the higher their engagement will be.
Survey new hires and involve them in continuously improving the onboarding experience. Get their direct input on what works well and where gaps exist.
Check in regularly with new employees throughout their first year. Continually assess their progress, answer questions, and reiterate how their role ladders up to company goals.
Here are 10 FAQs related to developing a robust onboarding process for new hires in 2023:
Some key onboarding challenges include hybrid/remote work realities, lack of structure, lengthy ramp-up times, focus on logistics over culture, and lack of engagement.
A structured program ensures all key activities and information are covered consistently for each new hire. It leads to faster ramp-up, greater engagement, and higher productivity.
Replace boring presentations with e-learning, videos, assessments, hands-on assignments, and projects. Interactive activities keep new hires engaged in learning.
Leverage technology like online portals, messaging, and video conferencing to recreate key aspects of onboarding digitally. Assign peer buddies for social connection.
Onboarding should start even before day one with welcome materials and logistics handled in advance. This allows new hires to be productive immediately.
Typical 30, 60, 90 day programs are too long. Break activities into weekly sprints over 90 days mixing essentials, social interactions, and early assignments.
Continuous improvement comes from direct feedback from new hires on what's working and gaps to be addressed.
Structured schedules, onboarding buddies, and hands-on training get new hires contributing faster while still learning.
Understanding company culture early leads to greater engagement and retention as values align.
Benefits include reduced turnover, faster ramp-up, higher productivity, and greater employee satisfaction.
Here are 10 tips for recruiters on developing a robust onboarding process:
Start the onboarding process early
Contact new hires as soon as they accept offers to get them excited and engaged.
Set clear expectations
Communicate role responsibilities, company culture, and performance standards upfront.
Assign onboarding buddies
Pair new hires with current employees to provide informal mentoring.
Create structured schedules
Strategically map out activities over the first 90 days.
Use online portals, messaging platforms, and e-learning tools to onboard remotely.
Make it interactive
Incorporate videos, assessments, games, and other activities into onboarding.
Emphasize company values and mission through onboarding programming.
Survey new hires and tweak the program based on their input.
Offer ongoing support
Check-in regularly after onboarding is over.
Monitor ramp-up time, productivity, and retention metrics to gauge onboarding success.
Following these tips will help recruiters create onboarding processes that engage new hires, accelerate proficiency, and promote retention. Robust onboarding leads to more successful hires who are productive and aligned with the company's culture.
Onboarding in 2023 needs to adapt to new workplace dynamics while accelerating new hire proficiency and engagement. By moving to a more structured, technology-enhanced, interactive, and culturally-focused onboarding process, companies can greatly improve the early tenure experience.
Robust onboarding leads to tangible benefits like reduced turnover, increased productivity, and higher job satisfaction. But most importantly, it leads to new hires feeling excited to be part of the organization and set up for ongoing success.