In the fast-paced work environment today, on boarding is easier said than done. But all the effort you invest in the process is worthwhile, considering that an effective process assures productivity and boosts retention. Successful on boarding programs do a lot, from educating new recruits to engaging them, ensuring compliance and boosting your business. They make new employees aware and informed about how things work in your setup, which helps them to be more confident. But there are several challenges that lie in the path of creating such a program. Being aware of these challenges and their solutions definitely helps you do things better. Let us highlight them for you.
Challenge #1: Overloading information on
the first day
Every new hire is bound to feel nervous
on their first day. The new place and environment makes them jittery as they
don’t know what to expect. Learning new processes and filling out the
onboarding paperwork are some other stress factors they may encounter. Most of the employees feel
apprehensive about aligning with the new team. Considering these concerns, your
process can get flawed if it overloads the employee on day 1 itself.
There are some simple
things you can do to dodge this challenge. For example, automating the
paperwork makes the process simpler and less time-intensive. It eases the
pressure of filling out the forms accurately and quickly as employees get the
option to do it at any time, from anywhere and via any device. An electronic
solution is beneficial for the company as well because it simplifies the
Challenge #2: Not prioritizing new hire
Often, businesses try to skimp on the onboarding process
so that they can get the new resource to work straightaway. Even if they have a
process in place, it may be something that they have been using for years.
Running an outdated outsourcing process is as bad as not having one at all. It
gets across a poor impression on the recruits and may even lead to high
abandonment. They end up feeling aloof and may even drop the idea of working
Solution: Without any doubt, having an employee-oriented onboarding
program is indispensable for any business that wants to get and retain the best
talent. Automating the program with a
software that streamlines operations is a great idea. Not only will this make things simpler
for your HR managers but also increase the engagement of the new hires.
Additionally, it can make the process faster and save time for the employees as
well as recruiters.
Challenge #3: Assuming that a great
onboarding process has you covered
You may believe that a great onboarding
process ensures that the employee will stay with you forever. After all the
hard work you invest in creating a program that is educating, engaging and
creative, you will expect it to deliver great results. But the real challenge
lies in keeping the employees engaged for the long run and not just the first
day. And this is not something you can leave only to your onboarding program.
Solution: The one and only way to address this challenge is
by creating a holistic HR process, which goes just beyond getting the employees
on board when they join the organization. Rather, it should involve education,
training and feedback all through their work life with your company. Virtual
training applications do the trick because it has the potential to engage the
learners. Further, take initiative for
regular touch-base meetings with the employees so that they feel connected and
Challenge #4: Failing to pay attention to
Another challenge that organizations fail to take
seriously is not paying attention to small details that matter. It is your
responsibility to make the new hire comfortable on the first day. They won’t feel great if things
are not set up for them on day one. These include the key stuff such as their
ID badge, network access, workstation material and any tools they need to get
started with work.
Solution: Having a standard first-day checklist for every position
in your organization is the best way to resolve this challenge. Share the
checklist with the relevant team leaders and elicit their help in setting
everything up for the new employee. Also, seek feedback and suggestions on the
list from your team to ensure that it covers everything new hires may need.
Besides working seriously on these challenges and
solutions, you need to go the extra mile to make the new hire feel like a part
of your organization. Remember that a human approach and focus on relationships
is as important as the technical aspects of onboarding.