Developing a sound on-boarding process : A checklist
The onboarding process from start to finish with a new hire is critical, right from pre-boarding, the first day through the first month, to the successful completion of their first year. With an aim towards helping the new hire succeed and providing the guidance necessary for new hires to successfully integrate to the new workplace, we provide critical inputs that give a step-by-step guide and checklist for HR managers to manage this process.
The benefits of a sound onboarding process applies to not just the employee, but the manager and the company.
The costs and numbers involved in employee turnover makes sense only for managers and companies to look into the process of onboarding with more vigour. About 33% of new hires lookout for a new job within 6 months of joining. New hire cost averages around $65,000 and the learning curve to full productivity can take upto 5 months of full employment. It is estimated that even a $8/hour employee can result in a company around $3,500 in turnover costs, both direct and indirect. This makes developing and investing in a sound onboarding process imperative.
Research and experience point out that on an average an employee takes upto 90 days to prove himself in a new position. People are very excited and quite vulnerable when they take new jobs, so it’s a time in which you can have a big impact,” Michael Watkins, author of the bestselling book, The First 90 Days. “Often the people who get the least attention are those making internal moves,” says Watkins, but those transitions, “can be terribly challenging.” Here’s a guideline to helps you build and develop your onboarding process within these first and crucial 90 days