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Note: Our collaborative Blog offers insights upon asking, ‘Are You Aware of Three Onboarding Blunders to Avoid?’

Hiring, onboarding, and training prove to be a constant problem for companies. Worse is when new hires realize they are not a good fit to quit the new job quickly. Those knowledgeable about the process refer to the issue as ‘the revolving door syndrome. ’ The accumulative costs for the company can be highly challenging. More essential than ever is to address diversity, equity, and inclusion for everyone to feel welcome.

Upon recruiting new team members, taking the new hires through an orientation process is necessary. The average cost of a new hire is $4000, making the recruitment process quite an expensive one. Therefore, as an employer, it is logical to want to get the best value and efforts from the final selections you made to join the team. Unfortunately, some things fail to go according to the plan and may bruise your new employees’ impression of the business. These are some blunders you may want to avoid committing.

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The Three Onboarding Blunders to Avoid
As An Employer

Image Credit   Keep the Enthusiasm Going!

1. Ignoring the pre-boarding period

Pre-boarding refers to the period starting from when the successful job applicant accepts the offer, right through to the very first day of reporting to work. It is a crucial period, but some businesses prefer to merge it with the onboarding process for some unknown reason. 

Ignoring the pre-boarding period has the process becoming too cumbersome and stressful for a new hire. The new employees are already likely to be dealing with anxiety associated with a new job environment. For example, according to experts, the first day of work is not a day for the new hire to fill out employment paperwork. The filling out of employee forms is usually best done before the first day of work.

Indeed, pre-boarding is a subset of onboarding. However, the former step is a crucial component of the recruitment process and one not to overlook. Avoid adding to the businesses that fail to split the two functions. Instead, it will be helpful to implement a long-term well-structured onboarding process. 

Also, help the new hire understand that the pre-boarding process is needed to help remove some pressure off them during the first week of work. Doing so can help calm the nerves of the new hire, who will be more likely to look forward to the actual work orientation process.

2. Failing to engage the new employee in the first few weeks

In many cases, a new employee uses the first week to get acquainted with the office, processes, and new colleagues. The first week is usually for soaking up as much information as possible, especially regarding company culture and work procedures. 

Although many companies may pack the first week with many introduction activities, try not to ignore the new employee. Understandably, it may not be the company’s intention to ignore, but the mere fact that a new hire is not engaged the person may well interpret the proceedings as a brushoff. It is why it is critical to help them feel like a part of the team quickly. 

Moreover, some companies implement mentor programs to help new hires settle comfortably. As expected, the mentor is a long-term employee tasked with helping new office faces feel welcome and accepted. In this period, you also have an opportunity to receive credible feedback from new hires on what you may improve in your company’s onboarding activities. Last, if you have labor law compliance posters dotted around the office or noticeboards, you can encourage your new hires to ask questions about them.

3. Over-reliance on automated onboarding processes

Without a doubt, digitization and technological advancement have brought about work simplification and convenience. However, even with all the advantages, people have noticed that technology takes away the human element from many processes. For your company’s onboarding process, this may not be too exciting. You may feel relieved to have your organization’s onboarding process wholly automated, but that can induce feelings of detachment among new employees.

You may consider trying the hybrid onboarding system to avoid the creeping culture from taking hold within your business. That way, you can have the human element alongside automation. The latter can become an enabler and not the dominant tool.

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As the CEO of Smooth Sale, after her near-death experience, Stutz adapted the motto, “Believe, Become, Empower.”Nice Girls DO Get the Sale is an International Best-Selling and Evergreen book – among the classics; HIRED! Helped many to secure the job they desired. 

Related Blog Stories:

Sales Tips: Onboarding Blunders To Avoid As An Employer

1. Create a welcoming committee for new employees to answer questions and make them feel more comfortable.
2. Check with the new hire before lunch and before the day ends to relieve concerns.
3. Appoint a long-term employee as a partner for the new hire for the first week of employment.
4. Each month host a team lunch for social conversation, potluck, or otherwise.
5. Ensure proper training takes place for the employees to perform well.
6. Accept feedback for what you might add in future training.
7. During the first week, ask the new hire if they need extra assistance.
8. Respectfully redirect an error a new hire may make and share the reasoning behind it.
9. Hold regular team meetings to encourage friendly input all the way around.
10. Celebrate Success!

Today’s insights are provided to help you achieve the Smooth Sale!

RESOURCES FOR PERSONAL AND BUSINESS GROWTH: 

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Greg Jenkins Consulting LLC  – Helping organizations realize the value of diversity to build inclusive, evolving high-performing cultures.

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Inclusion Allies Coalition   “Everyone is welcome here.” Learn more to train teams, and join the advocacy program.

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LinktoEXPERT  “It is not who you know – it is who knows you and what your expertise can do for them plus understands the value of hiring you.” 

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