Click to read Ceridian's article on the four essential ingredients of onboarding success.In the past, onboarding was viewed as a one-day event. But a greater understanding of employee engagement has transformed onboarding into a strategic initiative that engages employees from day one to day 100 and beyond. Discover four essential ingredients of onboarding success.    

 

 

4 Proven Ways to Boost New Hire ROI

 

“At its core, the purpose of onboarding is this: to make your new hire feel confidant and excited about their decision to join your organization. At the end of the day – especially the first day – this is vitally important,” said Lisa Bull, vice president of employee and leadership learning at Ceridian.

In the past, onboarding was viewed as a one-day event that could be checked off the HR to-do list after an employee’s first day. But a greater understanding of employee engagement has transformed onboarding into a strategic initiative that engages employees from day one to day 100 and beyond.

The value of strategic onboarding

Discover the four essential ingredients of onboarding success.

  

 

 

 

Research indicates that the cost of replacing an employee can be as high as two times the employee’s salary[i]. The majority of this investment is in training new employees and overcoming the learning curve that naturally occurs when a person starts a new job. According to Bersin by Deloitte, it can take new hires anywhere from one to two years to become fully productive. That’s a long time to wait before you can see a return on your investment.

Adding to this concern is the growing trend of job hopping among younger employees. Ceridian’s Pulse of Talent research found that 70 percent of Gen Y employees and 50 percent of Gen X employees plan to spend fewer than five years in their current roles. With shorter tenures, it’s more important than ever to help employees be as productive as possible, as quickly as possible.

4 cornerstones of boosting new hire ROI

Strategic onboarding programs focus on empowering new recruits to be effective in their new positions. The best strategies implement long-term onboarding tactics that engage new hires during the first 90 days of their employment. And that’s the minimum. Best-in-class companies use the principles of strategic onboarding throughout an employees’ entire tenure.

“Ceridian’s onboarding strategy focuses on getting people excited about the company, their position and their team members. Our new hire program lays the groundwork for employees’ commitment, and we continually build on this foundation throughout their Ceridian career. The end result is greater levels of productivity, engagement and overall employee happiness,” said Bull.

Ceridian, along with countless other organizations, has aligned its onboarding strategy with SHRM’s 4 Cs of onboarding success – Compliance, Clarification, Culture and Connection.

Compliance. Too many organizations greet employees on their first day with a pile of forms. Don’t let compliance requirements set the mood for your orientation. Instead, ask employees to complete forms and read employment documents before day one. This small change will help you minimize the monotonous and tedious portions of onboarding.

Businesses lose an estimated $37 billion each year as a result of employees not understanding their job.

   

 

 

 

Clarification. Set new hires up for success by providing job and organizational context. The first day should introduce employees to executives, the organizational structure and department functions. After day one, managers should meet regularly with employees to discuss job responsibilities and how they connect to company initiatives. The sooner new employees understand their role in the organization, the sooner they’ll be productive.

Culture. Help new employees feel part of the company by providing a behind-the-scenes look at what makes you unique. Discuss your products, corporate programs and organization/department goals and how these items fit into your culture. Also share the informal aspects of your culture like dress code, meeting styles, work schedules and social norms.

Connection. Welcome new hires to the “family” by connecting them with other workers. Mentor programs can be particularly helpful to new hires, providing a source for support, advice and answers to questions workers are hesitant to ask. Integrating new recruits into social corporate networks, both online and in-person, can also help them feel accepted and proud to be part of the team.

Creating a foundation for employee engagement and success

Onboarding is the foundation of a successful talent management strategy. With the help of HCM products, like Dayforce’s onboarding solution, you can foster an immediate sense of belonging and seamlessly transition employees into their new role. Used in conjunction with onboarding best practices, HCM technology can help you establish a culture that draws people in and makes them want to stay.

[i] Bersin by Deloitte, Employee Retention Now a Big Issue