Side note: If you’re using Click Boarding, your standard government forms are already covered. We’ve streamlined and simplified the Form I-9 and W-4 to increase speed of completion and accuracy. It’s already included in your package – just drag and drop the form into your process, set a due date, and add email reminders for the hire and HR. You can even create different process flows for different roles or locations – which will help streamline further.
Once you’ve got tactical ironed out, it’s time to layer in the “FLUFF“. Fluff is any action – automated or otherwise – that helps build relationships, entrench the hire in company culture, and foster early and continued engagement. This is where you confirm the dress code, provide directions to the office, make introductions to the team, assign a mentor, and so on.
Here’s the deal: while most people think of it as “fluff” this is not just “warm and fuzzy feel-good” content that can easily be ignored. If the powers at be in your organization are know to say things like “Happy hires are great, but is it really necessary in a strategic process?” the answer is: ABSOLUTELY.
“Great talent starts with great onboarding. It is the head-start that puts someone in a position to add value to the business in the shortest period of time. The knock-on effect of smart onboarding is that it shortens the time before they can be eligible for development, where new skills can be added and they can position themselves for promotion.” – James Ellis
Consider Hot Topic. Their recent case study in HROS (HR Open Source) connects engagement and experience to productivity, attrition and referrals.
“If we can focus on engaging and ramping up our employees more effectively, we can possibly extend the productivity value and longevity/tenure of our people. The more productive and engaged our people are, the stronger the connection to positive revenue impact.” – Hot Topic
And they proved it. You can read about the full process and strategy they implemented here, but just take a look at their results.
- 50% decrease in new hire attrition
- Net Promoter Score (NPS) among new hires increased from 38% to 68%
- 22% increase in qualified referrals and 35% increase in referrals hired
- Employee Lifetime Value
- 39% more high producers, 50% fewer low producers
Improved retention, deeper connection to employer brand, more qualified referrals, productive employees – talk about direct impact on your bottom line. In fact, it makes the case: a lacking onboarding process is bad for the business.