Prerequisites To Creating An Onboarding Program
The economy is on an upswing, and companies are expanding with new employees. That means that there’s going to be a lot of first-day experiences from employees. However, being lackadaisical about hiring new employees can be costly.
Studies on the cost of employee turnover suggest that every time a business replaces a salaried employee, it can cost anywhere between 6 to 9 month’s salary on average. For example, if an employee is making $30,000 a year, it’ll take about $15,000 in recruiting and training expenses to replace them. Doing the onboarding process carefully ensures that retention rates improve and that they stay for the long haul.
Make Sure to Plan Ahead
It’s crucial you begin the onboarding process before the candidate is formally hired by including information about the workplace environment on an online platform, so they’ll become familiar with policies and what is expected of them. By the time that the person comes in for an interview, they are already aware of the organization’s structure.
Stay Ahead of Paperwork
W-4’s, benefits enrollment, and payroll administration – stay ahead of the paper trail by placing these pertinent information in an online portal. These legal forms will ensure that new staff members aren’t overwhelmed with information on the first day, as well as well eliminate the cumbersome paper trail.
Automated systems and human resources software can be deployed ahead of time, especially since the onboarding process requires the involvement of several departments within the business to engage new staff members and ensure that they feel as comfortable as possible. The right technology can help coordinate new employees and guarantee that they review and sign relevant documents. An online portal can also notify other departments. For example, by sending notifications to IT support, they’ll have the opportunity to configure a new hire’s login information or work laptop.