Every new hire is full of challenges, both for the company and for the employee. In this scenario, a point becomes crucial for the hiring to be in fact effective, which is the onboarding in HR.
Onboarding in HR is nothing more than integration process the new employee goes through in order to expedite his adaptation to the company’s routine.
This socialization, foreseen by onboarding in HR, contributes to the collaborator’s feeling of being part of the team and engage more easily.
In contrast, those who do not have onboarding strategies in HR end up opening the door to quick professional dissatisfaction and a higher turnover rate.
This is because a new employee needs support and when he does not have it ends up yielding less than expected and the bad results impact his spirits and well-being.
In this article we are going to talk about the importance of onboarding in HR, of integration to a general notion of how the company works, and what are the benefits of this process. Check out!
What is HR onboardig
Onboard is an English term that in the literal translation means “embarking”. In the routine of companies, onboarding in HR is the integration process by which all new hires should be part.
Through it, the company introduces the organization to the new employee to familiarize him with his culture, values and routines.
This is the first step in retaining a talentbecause, if well received in the company, the employee tends to get involved more quickly and this makes him “wear the shirt” of the organization with ease.
This enchantment process, which comes from HR onboarding, goes through stages ranging from training to supervision.
Benefits and functions of onboarding in HR
A well-planned HR onboarding has the function of bringing several benefits to business routines. Among the main ones, we can highlight the retention of talents, alignment of goals and objectives and increased engagement.
Below we highlight and detail some of the advantages for those who invest in HR onboarding with their new employees.
86% of new hires make the decision whether or not to stay in a company for the first six months, second Abeerteen Group study.
Considering that the duration of onboarding in HR has a duration between one and three months, it has a direct impact on talent retention.
The term “the first impression is what remains” must be considered in this case of the onboarding strategy in HR. Especially because if the employee feels an important part in the puzzle of the company, he engages more and more every day.
One UrbanBound research showed that 58% of professionals, who have been integrated into an onboarding process in HR, are more likely to remain in the company for at least three years.
In other words, the company’s onboarding strategic actions in HR build a solid base for retaining talent.
Therefore, it is important to offer a healthy environment to the new employee, a good relationship between teams and managers, alignment with the company’s culture, etc.
Better prepared employees
When faced with the “new”, it is common for people to be afraid. However, companies have a mission to reduce this feeling in the routine of new hires.
Much more than fear, they need to feel confidence at work that they will play. For this, organizations, through onboarding in HR, need to offer training and qualification to their employees.
This is because if a new professional receives a training and capacity building he arrives in his role prepared to face the challenges.
Investments in this regard avoid possible errors in the processes and ensure that the employee is able and prepared to perform his / her job in an assertive manner.
Because of this, training and qualification are essential for onboarding in HR to be effective and strategic in the arrival of new professionals in the company.
Alignment with company objectives
Being able to insert a new contractor into the company’s organizational processes quickly is one of the main objectives of onboarding in HR. Adaptation is not an easy process, so the company needs to walk with the employee at the beginning.
To do this, you need to present the newly hired employee with an overview of how the company works, as well as the organization’s mission and values.
Within this package, there can be no lack of main goals of the company and the impacts of the position that the professional will assume to achieve them.
This is because knowing the operation of the company and the function, the employee will be aligned with the organizational proposals of the company and will have more chances of becoming engage and consequently to contribute to the good results.
Therefore, onboarding in HR is also not only a welcoming process, but also aligns the company’s goals with those of new employees.
Fast integration with the team
The onboarding process in HR focuses on rapid integration of who is arriving at the company. However, organizations end up forgetting that old employees need to compose this process.
But in what sense? They need to be prepared to welcome the new professional. This promotion, which involves the whole team, makes the newly hired person feel well-received and fits the organization’s routines more quickly.
After all, no one wants to get a new job and be frowned upon by co-workers. A reception where the professional feels welcomed and knows that he can count on the team in case of doubts or problems makes all the difference.
Examples of success with onboarding in HR
To exemplify the importance of onboarding in HR, we selected four of the largest companies in the world and the integration strategies they use on a daily basis. Check out and be inspired by these models.
An onboarding process in HR implemented by Google, called just in time, increased by 25% the success of the company’s integration processes.
O just in time it is an alert to the manager, one day before the arrival of the newly hired person, so that he / she follows five tasks for the integration to be successful.
Among them, we have:
- a debate about the role of the new employee at Google;
- the choice of an older professional to accompany the new employee at the beginning of the work;
- support in building a social network;
- HR onboarding / integration check-ins set up once a month for the newly hired employee’s first six months of work;
- encouraging open dialogue between the team and managers.
HR onboarding actions like these make Google appear every year in surveys of the best company to work for.
Voted the sixth best company to work for, according to Linkedin research, Apple also has an effective HR onboarding process. Right from the start, the newcomer to the company receives an iMAC, which he himself must configure.
The idea in this case is to make him feel part of the team and to be able to integrate quickly with the team, answering questions and interacting with those around him.
On the first day he also receives a T-shirt that marks the year he started working at the company and company stickers.
Not to mention that, there is also a class on data leakage rules, which can result in a layoff. So, he is already properly oriented on what he can and what he cannot do.
As we said earlier, the training is very important in an onboarding process in HR. On Facebook, training is the first step for those who are new to the company.
The newcomer before taking up his duties goes through a six-week integration process where he is trained to understand the culture, mission of the company and the objectives of his role.
The proposal in this case is that the employee assumes his position more prepared and income at a high level as soon as possible.
Netflix completely avoids onboarding in traditional HR and bet on an innovative model.
To reduce the shyness of the first days and the fear of being in a new place, the company invites employees to prepare a play or contest with their new co-workers.
From there come musicals, people dressed in uniforms of their favorite characters and much more.
In addition to having fun being part of this model, the main objective is to make the employee feel integrated into the team and recognize the importance of teamwork in this process.
HR onboarding is a must
Onboarding in HR is no longer a choice, where companies can choose to do it or not, it is a mandatory strategy that directly impacts the results.
Welcoming a collaborator with open arms and preparing them for the challenges of their role has a direct influence on their engagement and productivity.
When new hires feel welcomed they tend to engage faster and integrate more easily into the company’s organizational plan.
For this reason, onboarding in HR is decisive in retaining talent and decreasing the rate of turnover. Especially because an employee who feels good in a company, from the beginning, will think twice before opting out.
Therefore, onboarding in HR is fundamental in the day to day of companies and is a great competitive differentiator in the market. Since in addition to integrating the newly hired, it allows an alignment of the company’s goals and objectives with his.
Do you want to know more about it? Read our article “5 tips for not failing to welcome new employees” and make the onboarding process in HR even more effective in your company.