Here's what top recruiters have to say about new employee onboarding
When a new employee jumps ship in the first few months, it’s so easy to chalk it down as “one of those things”.
But if you take onboarding seriously, you’re 69% more likely to still have that employee on board three years from when they were hired. The moral? Early employee churn doesn’t have to be a fact of life.
Pre-hire, you’ve worked hard to build a compelling employer brand promise. So in a big way, onboarding is about delivering on that promise - right from the start.
Want to know how it’s done? Find out what these onboarding ‘winners’ have to say…
Ernst & Young: “Pre-boarding”
The EY employer branding promise is of “an inclusive, supportive work environment, coaching and mentorship at every step…”.
So when should a company start delivering on its promise? For EY, it’s after the new recruit has agreed to come on board - and before the start date.
While they’re counting down the days to their start date, fresh EY employees can explore the company’s dedicated onboarding portal, take a virtual tour and get answers to any questions they may have.
It’s a great example of pre-boarding. Through it, you’re reinforcing your employer brand promise, setting your new starter’s mind at ease, building anticipation - and reminding them what attracted them to you in the first place.
Netflix: “Accelerate the cultural marinade...”
Everyone needs time to hit their stride; in fact, evidence suggests that it can take 28 weeks for the average new employee to reach optimum productivity.
But at a company like Netflix, new starters will typically find themselves involved in important projects right from the get-go - so speeding up the ‘settling in’ process is in everyone’s interests!
Netflix Chief Talent Officer, Tawni Cranz talks of how employees need the chance to “experience the culture and marinate in it”. But rather than let this take its own course, you need to “accelerate the feeling of marinating”.
This is achieved through accelerated learning initiatives; practical sessions and discussion groups, including “support, mentoring and modeling”. This goes way beyond dry policy and procedures: it’s about culture - and getting new starters attuned to “the Netflix way”.
L’Oreal: “the keys to succeed”
Imagine a new starter joining a huge company. The recruit is one of thousands of new hires that year - and this is a complex organisation scattered across multiple locations. How can the new employee begin to feel at home?
Laurent Reich of L’Oreal talks of the goal of the company to give all employees “...from the moment they arrive, the keys to succeed...”.
L’Oreal tackles this through a dedicated app. Through bite-size knowledge capsules, videos, testimonials and quizzes, it’s an accessible and manageable way to get to grips with everything they need to know about the company. By making it easy to progress from #culturerookie to #cultureguru - it’s much more engaging than the traditional door-stopper policy manual!
LinkedIn: focus on culture - right from the beginning
In his 10 rules of entrepreneurship, Reid Hoffman, co-founder of LinkedIn reminded us of the need to “Pay attention to your culture and your hires” from the outset.
Here’s how onboarding fits into this wider picture:
Look carefully at the messages your employer brand sends out. Are you giving the full picture on what your company is really like? Are you reaching out to the right people in the first place?
Make your onboarding process a natural follow-on from this. Onboarding goes beyond mere inductions and orientation. Pre-hire, your employer branding helped start a relationship with the new recruit. Post-hire, make sure this conversation carries on seamlessly.