SmartRecruiters Hiring Success Journal

Made a Great Hire? You’ve Only Just Begun. How to Get Employee Onboarding Right.

Congratulations! You landed that excellent job at that awesome company. Even facing stiff competition from highly talented people in your industry, they wanted you! You’ve just accepted that jaw-dropping generous offer and gave notice to your current employer.

You must feel like you’re walking on air.

Or … not. While being wined and dined, your emails were answered in minutes. Now you’re lucky if you get a same-day reply.

Did you really make the right move? Nagging second thoughts setting in?

That’s not unusual. Sadly, it’s actually all too common. Worse, poor employee onboarding reduces loyalty and retention rates. But a recent webinar I hosted explains how you can turn that all around and get employee onboarding right.

I hosted the webinar, “How to Ramp Up Your Candidates to Top Speed,” with Christine Marino, Chief Revenue Officer at Click Boarding, a cloud-based platform that streamlines cumbersome employee onboarding processes — standardizing practices for efficiency, but in a way that delivers a human touch.

That human touch is important because accepting a new job is a key turning point in all of our lives. Searching for a job is stressful enough, but when you start to have second thoughts, fear sets in, enthusiasm fades, and commitment wavers.

Wouldn’t you rather have employees start all fired up and ready to go? I sure would!

Running on fumes – or fueled up to engage new talent?

The employee onboarding process is filled with potholes because too many HR departments struggle to standardize processes that we take for granted, but are critical to new hires. Some don’t even know when they’ll be paid!

This is kind of like buying a turbocharged muscle car but expecting it to run without fuel. You can’t drive in the fast lane — or any lane — if you’re running on fumes.

The impact? It can be devastating. One study shows that a poor employee onboarding experience leads to 20 percent of new hires leaving after just 45 days, but that effective onboarding boosts loyalty and retention by 50 percent.

Getting it right: Rules of the road

Companies don’t intend to create poor onboarding experiences, but fail to see things from the other side. Too many non-standardized processes don’t scale in ways that brings new hires up to speed quickly, let alone feel welcome.

During the webinar, Christine told us how she once moved to New York to take a new job. She was certainly wined and dined while she was a candidate, but when she arrived, a scheduling conflict with her new boss left her to fend for herself.

So picture Christine in a new city with a new job — but no laptop, no business cards, nor even an agenda of what she was supposed to do — for an entire week!

Can you blame her for starting to doubt her decision?

If her new company had a set of best practices — ranging from standardized processes for routine forms to more social aspects, such as introductions to team members, that experience would have been completely different.

For example, one thing we do here at SmartRecruiters is have a new employee breakfast whenever someone joins our team. It’s not just a nice touch, it makes a world of difference making our new employees feel welcome.

Our webinar presents five “rules of the road” to turn onboarding from merely good to exceptionally great. I’d tell you more, but I have a meeting scheduled with my new salesperson to make sure she has all she needs to get started, so if you want to know more, watch the webinar now!

Bob Memmer

Bob Memmer

Bob runs our corporate sales team at SmartRecruiters. Prior to SmartRecruiters, Bob ran sales and customer success at Captora where he delivered triple digit revenue growth. Before that, Bob was Area Vice President of Sales at Salesforce (NYSE: CRM) where he drove revenue strategy for the commercial sales team within the platform. Bob came to Salesforce with the acquisition of Jigsaw in 2010 (175M) where he joined pre-revenue and delivered several years of triple digit growth as Vice President of Sales. Bob has a BA from Purdue University.