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5 Tips To Supercharge Onboarding New Hires

supercharge onboarding and new hire orientationYour onboarding process might be the root of your employee turnover problem. A report from the Society of Human Resource Management found half of all senior outside hires fail within 18 months, and half of all hourly employees leave within the first 120 days. Few, if any, companies can afford this level of employee turnover.
Additionally, a 2012 Allied Workforce Mobility Survey found it took a year or longer for most new employees to get up to speed in 30 percent of companies. This is far too long to go without working at full capacity. Further, a recent Gallup poll found 70 percent of workers are disengaged on the job — probably because, after a year, many are still not at their full potential.


Why are these statistics so shockingly high? Most likely because your onboarding process is broken. Instead of immediately engaging new hires in their work, they end up feeling like they aren’t contributing.

To quickly foster content team members who want to stick around for years to come, consider the following:

5 Ways to Supercharge Onboarding Your Employees 

 #1. Focus on Goals.

Goals must be the baseline and foundation of all hiring and onboarding efforts. If you clearly communicate what new hires need to accomplish on the job, you can get new employees up and running faster within your company.
Focusing on how large-scale organizational goals translate into daily workflow for new employees will help your team understand how their work contributes and why their job is essential. When newcomers immediately understand their role and value in your company, 12 month ramp-up times become a thing of the past.

#2. Write Clearer Job Descriptions.

If you want to shorten your onboarding process, start by looking at your recruiting efforts. With a focus on goals, you can empower your team to write smarter, better, and more action-based job descriptions. Writing detailed, goal-oriented ads can help you attract the exact kind of candidates your company needs for your open positions. Not only does this detail and transparency make your recruitment process more efficient, but candidates also come into your company understanding their role in the organization and how they contribute toward goals.

#3. Embrace New Technology.

In a recent survey, a combined 71 percent of companies claimed they were currently in the process of updating their onboarding process. Still, 67 percent of these respondents were using technology for only about 40 percent of onboarding efforts.
From talent alignment platforms that keep goals in view to E-Learning suites to make sure new hires are trained properly, new technology is leading the way. If you don’t want your company to get left behind, it’s important to embrace new technology as early as the onboarding process, so new hires know your organization is looking toward the future instead of being stuck in the past.

#4. Set Clear Milestones and Benchmarks.

A whopping 60 percent of companies indicated they don’t set any milestones or concrete goals for new hires to attain. So, is it any wonder it takes most new hires a whole year to start working at their full potential? If employees have clear performance benchmarks and milestones they know they’re working toward, it can help improve performance.
Employees know how they’ll be judged and how they’re doing in the organization, while employers will be able to more concretely judge performance. For instance, giving employees the ability to track their own performance in real-time can give them ownership over their own workflow, while helping management see what everyone is contributing. Setting clear benchmarks to achieve helps new hires understand what direction they should be traveling and gives them clear goals to work toward.

#5. Make Training and Education a Priority.

Training should be an integral part of any successful onboarding program. Yet, 25 percent of companies admitted their onboarding does not include any form of training. This is a shocking statistic, since the main function of your onboarding process is to teach new hires how to thrive in your company.


If employees feel they are learning and growing in your organization, you’ll be less likely to lose upwards of 60 percent of your entire workforce within four years. Therefore, your company needs to train employees and offer mentorship, education, and the chance for professional development. Employees want to learn and grow on the job, and organizations that offer this possibility will engender loyalty and retention.

In today’s ever-changing landscape, you can’t afford to wait a whole year for your best new people to get up to speed. By using these five tips, you can supercharge your onboarding process, get new employees focused on goals, and move your company forward.

What do you think? How do you supercharge your onboarding process? Share in the comments!

ABOUT THE AUTHOR: Andre Lavoie is the CEO of ClearCompany, the first talent alignment platform that bridges the gap between talent management and business strategy by contextualizing employees’ work around a company’s vision and goals. You can connect with him and the ClearCompany team on Facebook,LinkedIn, and Twitter.

Image courtesy of sylvar; Flickr



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