I truly believe that onboarding is an art. Each new employee brings with them a potential to achieve and succeed. To lose the energy of a new hire through poor onboarding is an opportunity lost

~ Sarah Wetzel

Over one-quarter of employees are willing to quit a new job in the first 90 days — if they don’t find it satisfactory — according to survey results from staffing agency Robert Half & Associates.

Onboarding is certainly key to keeping individuals on board, especially in the new world of online onboarding.

At Career Voyage, we consider a successful hire to be if the employee is still employed after 12 months. Do you have employees leaving within the first year? If so, one of the essential aspects of your talent acquisition process that should be reviewed is onboarding.

Onboarding is crucial in the talent acquisition process. Therefore, a comprehensive induction programme is necessary to ensure that your new appointee hits the ground running. It’s important that employees have the time to learn about all stakeholders  and client groups and builds relationships with them. Above all, they should know precisely what is expected of them over the next 12 months.

Similarly, reflection time should be considered to tackle any issues and open, honest conversations are crucial to ensure everything is running smoothly.

Whilst a standard onboarding process is needed, this should also be built upon to provide a tailored approach based on each employee. When individuals join or come back into your business after being on furlough they will have their own individual concerns. It’s important to address relevant concerns rather than general ones.

In short, the cost to replace a skilled employee can exceed 200% of their annual salary. Can you afford not to have a finely tuned onboarding process. What are you waiting for?