Employee Onboarding Articles

Getting your new employees off and running on the right foot takes careful planning and supportive employee onboarding systems. Onboarding programs that prepare employees for their work and your corporate culture often determine whether workers stay or go.


We all know how important it is to make a good first impression. Countless job interview tips cover this exact topic with advice as diverse as the right dress code to the correct tone of voice. Yet, companies don’t always focus the same care or concern on how they can make a good impression on an employee’s first day of work.

Take a step back from the statistics for a moment and put yourself in the shoes of a new employee. If your first days on the job are characterized by disorganization, confusion and frustration, how much longer would you work for that company? Businesses lose value and spend far too many resources replacing disgruntled employees.

New hire onboarding efforts fails because too many onboarding processes are flawed. Training, clear responsibilities, and useable technology are key.

It is said that you can know a man by the company he keeps. But if we’re being honest we have to admit that a company is known by the customer support and service teams that they keep in their offices. Slightly poor joke aside, the efficiency of the customer support and service teams makes a world of difference to the success of your business.

“It appears as if I was not expected. There is talk of culture but several weeks in nothing about Corporate culture has been communicated to me. I must just play it by ear until the next orientation scheduled for the end of the quarter”.

We get it. You’re busy running a business, your team’s under pressure and there’s a gap that desperately needs filling. But with up to 20 per cent of employee turnover occurring within six weeks of starting a role, recruitment doesn't stop when your new starter signs on the dotted line.

Onboarding can be make-or-break time for companies when it comes to keeping and retaining employees. But a new survey indicates there’s a lot of room for improvement - enough that one in three workers say an awkward first date is preferable to attending onboarding orientation for a new job, according to a survey by cloud computing company ServiceNow and reported by Ladders.

New-hire onboarding is not something you can do with one tool or program. No one manager can successfully onboard and welcome new employees by him or herself. It takes a team effort and aligning messages and goals from the top of your organization down to the new hires.

The talent market is incredibly competitive right now. Job openings are at a high not seen since the early 2000s, and the unemployment rate is the lowest its been since 1969. As we move toward 2019, it’s more important than ever to focus on retaining the talent we’ve worked so hard to recruit for our organizations.

Today's new-hires expect their employers to lay out the job expectations right at the start. Performance expectations are highly significant and important to employees, as well as a key factor in the success of employee onboarding and employee communications initiatives.

When employees aren’t happy at work, they aren’t productive. Happiness at work is about feeling engaged and fulfilled—being confident, challenged and comfortable. When an onboarding process at a company is strategic, flexible and user-driven employees are more engaged and thus stay longer, allowing a business to save money.

Nearly half of Hong Kong’s financial employers have had an employee resign during their probation period due to poor onboarding processes.

Being a mechanical engineer in a dying company will be unpleasant no matter how much you love mechanical engineering. You can be a great mortician but if the company can’t get credit to buy caskets and supplies, there won’t be much business. If you love recruiting and the economy goes south, the pickings will be slim. Being a great petroleum engineer may not be all that cool at a place with a reputation like BP.

New-hire onboarding has to balance many factors. With workers (especially younger workers) moving from company to company more frequently than in the past, orientation and onboarding efforts are more important than ever. Human resources leaders will take all the help they can get from new innovations and technology to establish employees and get them ready to contribute to all the things that make any organization great: branding, internal communication, leadership, etc.

HR onboarding is an area of talent acquisition that is getting a lot of focus. First impressions count, and there's a link between a bad onboarding experience and turnover.

Employee communications tools and apps can make a huge difference in office morale, internal communications, onboarding, recruiting, and many other issues Human Resources professionals work with every day. Here are a few tools and apps developments in particular that made waves in 2018.

Generation Z doesn’t remember a time without cellphones or Google because they weren’t born yet.

New-hire onboarding processes are necessarily time consuming. Employees need time to acclimate to their new office and organization—and that’s before they have to make decisions about their health insurance and other benefits available to them.

Candidates today have higher expectations for communication, logistics and new hire onboarding during their job search process, according to a survey released today by CareerBuilder and SilkRoad.

Employee onboarding has many implications for the future of your company. When new employees join your team, they have certain expectations. Most people are anxious about joining a new team, but your onboarding system can help ease that stress while setting up all newcomers for success. These days, video communications are making employee communications more streamlined, including in the onboarding world.

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