5 Reasons New Hires Hate Onboarding

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Pop quiz: What’s the fastest get rid of a new hire? Answer: Give them a poor onboarding experience. A poor onboarding experience not only leaves new hires feeling confused about their role within the company and what’s expected of them, it may drive them away entirely. A recent study found that employees who have negative new hire onboarding experiences are twice as likely to look for new opportunities in the near future. And another report from SHRMestimates that 1 in 25 employees leave their jobs due to poor onboarding.

What makes the onboarding experience so unbearable? Here are a few reasons new hires hate onboarding, and a few ways to fix them.

Reason #1: They Have No Idea What’s Going On. All too often, new hires don’t have any idea what their first day on the job will be like. Once they sign the offer letter, they’re given a time and place to show up, and that’s it. Starting a new job is stressful enough without the added anxiety of not knowing what to expect when you show up. Alleviate some of your new hire’s first day jitters by sending them a schedule for their first week ahead of their start date, along with a list of FAQ’s to address common questions about the company.

Reason #2: It’s About You, Not Them. While the main purpose of onboarding is to teach your new employees with the company, that doesn’t mean simply giving a few PowerPoint presentations and calling it a day. A good onboarding process should focus on acclimating your new hires to the company and ensuring they feel confident in their new roles. In other words, making it more about them. Use this time to learn about the employee’s strengths, how they like to work and receive feedback, what motivates them and their career goals. This is also an ideal time to set goals and expectations, assign mentors and discuss learning and development opportunities. The more you personalize the onboarding process, the more engaged your new employees will be and the more value they will get out of it.

Reason #3: It Feels Like a Waste of Time. Many onboarding programs leave new hires asking themselves, “What’s the point of this?” That’s usually because the organization hasn’t clearly defined or communicated the purpose of the onboarding process, and what they want new hires to get out of it, which only leads to confusion and frustration on both sides. (In fact, a recent CareerBuilder study found that, of the 64 percent of employers who have a structured onboarding process, only 35 percent go over goals and expectations during this time.) And here’s the kicker: If employees feel that onboarding is a waste of time, they might be right. More than half of organizations (55 percent) don’t measure the effectiveness of their onboarding programs, according to research. If you’re not measuring results, how do you know your onboarding experience is even worth your new hires’ time?

Reason #4: There’s. So. Much. Paperwork. Nothing kills a new hire’s enthusiasm for the new job like having to fill out a bunch of paperwork on their very first day. Unfortunately, collecting personal information is a necessary part of the onboarding process; however, there is a way to make it a lot less tedious for your new hires (and your HR team). With the right onboarding technology, you can send new hires the necessary employment forms, verifications, and benefits and learning materials to fill out and sign electronically before they even start. By using a paperless system, you can get the paperwork out of the way, so you can focus on the engagement part of onboarding. The best part? A paperless system makes your HR team’s job easier, and mitigates the risk of human error that can happen when managing information manually.

Reason #5: It’s Information Overload. While you want new hires to become familiar with your company, services and products, clients and culture as soon as possible, you do not want to overwhelm them with too much information too soon. If you rush the onboarding process, it doesn’t enable new hires time to absorb all of the information you’re throwing at them, truly get a sense of the culture, and understand or appreciate how their roles contribute to overall company goals. The ideal onboarding process should last weeks or even months – not just a few days or hours. This gives the employee time to get acclimated to the new role, ask questions and get feedback, meet performance goals and set a solid groundwork for success.

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6 Reasons Onboarding Matters — Especially in Higher Turnover Industries

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Did you know that 20 percent of employee turnover happens in the first 90 days of employment? That’s according to IDC Research, and the finding underscores the importance of addressing the need for an effective onboarding process. This is often especially acute in industries with traditionally higher turnover such as retail, health care and manufacturing.

It’s difficult, or one can argue impossible, to create a tailored onboarding experience for individual hires without software when these types of companies have a healthy mix of hourly workers, salary workers and consultants  working out of different locations. It all starts with having a solid recruitment strategy or applicant tracking system (ATS) that can help you find and hire people — and an onboarding solution that can help to retain all the great hires you’ve made.

Great new hire onboarding should start the minute a job applicant accepts your offer, ensures that the new hire is ready to work on Day 1, and the employee stays motivated and engaged until he/she becomes fully productive.

CareerBuilder’s onboarding solution, powered by SilkRoad, helps you engage new hires early, automate administrative tasks, deliver a consistent and scalable new hire experience, accelerate time to productivity, and give new hires a reason to stay.

“Our overall challenge would be onboarding and turnover throughout six facilities. Trying to find the best candidate while still being competitive within the market seems to be a big struggle for us. That’s why we connected with CareerBuilder on what we can do to make easier for the candidate.” – Corporate recruiter, West Liberty Foods

Here are six key reasons you should invest in onboarding technology, especially if you’re in a high-turnover industry:

  1. You can accelerate time to productivity. Great onboarding results from being able to deliver the right content to the right people at the right time. Automated workflows and business rules make sure that happens. You can tailor the onboarding experience as much as you want, yet provide complete brand and messaging consistency.
  2. You can go paperless with eForms. You can save significant costs by eliminating paper forms, postage and copies. You can easily create eForms with the eForm builder plus get access to an eForms library of hundreds of the most used forms.
  3. You can decrease compliance risk. CareerBuilder Onboarding provides a seamless end-to-end I-9/eVerify process, reducing errors and compliance risk. Direct integration lowers costs and provides a consistent process, so it’s easier to maintain compliance.
  4. You will be able to provide a branded experience. You will have an easily branded employee onboarding portal. Add content to reflect your organization’s talent brand, culture, spirit, etc.
  5. You can tailor the experience if you have a more complex workforce. If you have multiple locations, brands, and/or languages, you can tailor your new hire experiences to fit those situations with CareerBuilder Onboarding.
  6. Integrations become easier. You can seamlessly integrate with your CareerBuilder ATS as well as background screening.

Have You Talked To Your Virtual Assistants About Rogue One Yet?

Do you know what your virtual assistants do for fun?

Have you asked them about their interests?

Did you know that they paint, cook really well, or watch the same series and movies as you? A little something my friend bought for me from Japan. I still need to have it framed.

You are going to find out the most interesting things about your VA if you asked. They’ll be willing to share.

This is a habit that John (OnlineJobs.ph owner) has picked up over the years of working with us. He either asks us the fun stuff we’re up to recently, or we just openly share the information with him anyway.

I must admit, there was a time where it brought out paranoia. There was a time when I thought, oh my god, did I do something wrong? Why does he want to find out. Later on, I realized he just wanted to. He wanted to learn about his VA and the stuff I was interested in, and if it was something he found cool too, we would talk about it, and we would show off all the fun things we have about it.

dalek r2d2

Last week, John asked me about something I mentioned on my report. He asked me what a Dalek was. Well, the Daleks are only the most awesome and saddest villains of all time John!!! But really, according to Wiki, “the Daleks were engineered by the scientist Davros during the final years of a thousand-year war between his people, the Kaleds, and their enemies the Thals. With some Kaleds already badly mutated and damaged by nuclear war, Davros genetically modified the Kaleds and integrated them with a tank-like, robotic shell, removing their every emotion apart from hate. His creations soon came to view themselves as the supreme race in the universe, intent on purging the universe of all non-Dalek life.”

Watch the best Dalek moments here:

I’ve been crazy over this series for a while. I’ve been crazy over a lot of movies and series actually, and I like to buy stuff that remind me of these interests. Lately, I bought some Metal Works 3D Models and posted it on instagram. It’s a great hobby to start. You basically buy something that looks like this:

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And it transforms into this:

I made this all by myself. :)

When John saw it, he reacted the way no typical boss reacts. “It looks great. You should write about it.” He said. So here I am, playing with two of my toys, trying to get some inspiration for work.

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Prime Minister: Does it surprise you to know that Daleks have a concept of beauty?
The Doctor: I thought you’d run out of ways to make me sick. But hello again. You think hatred is beautiful?

Prime Minister: Perhaps that is why we have never been able to kill you.
R2D2: Beeeeeepp beeeeep dooot, wit wit doooooot!

It Doesn’t Have to Be an Awkward 1 on 1

You don’t have to schedule a call and start an interview. Go back to basics which is, your VA’s are humans. You can you know, talk to them. To make it easier for you, the new Star Wars movie Rogue One is showing. You’ll be surprised at how many Filipinos are crazy about Star Wars. In fact, we have Star Wars Fandoms everywhere.

If you think you have absolutely nothing in common because of the geographic differences, think again. I’m crazy about both Doctor Who and Star Wars, British and American legacies. And there are so many movies and series I watch, just like the other virtual assistants I know. So yeah, there’s bound to be something you can relate to. If not movies and series, then maybe the latest gadgets or food!

It’s as simple as that, start by asking about the newest show on air, or the new movie you want to watch. Who knows, you might be interested in the same things. You might get a better perception of how they do things, of what they are passionate about, of what makes them tick.

Why Do You Need to Talk to Your VA?

Talking with your virtual assistant doesn’t just make a better working relationship. You have to admit, there’s a point to the saying “Out of sight, out of mind.” Constant effort is necessary to remind yourself that hey, this is a real person. In return, your virtual assistant will also be reminded that I’m not just working for this email address or this business. There’s a person behind this business, and that person has a family, has friends, and bills he also has to pay for. He’s a real person like me. It reminds your staff, just like I am reminded, I don’t just want a business to succeed, I want this person, my boss to succeed.

 

You can register in the link here to sign up.

https://www.onlinejobs.ph/jobseekers/info/630796