Just as our perception of “personnel” department duties has dramatically evolved over past decades into our modern view of HR responsibilities, so should our standards for the ideal length of the onboarding process evolve. Expand your definition beyond the first day and the first week. Actually, expand it to include pre-boarding before the first day on the job, too.
It hurts to lose talent. But, it’s even more painful to lose great employees in the first two years of their employment. We spend so much time on the candidate sourcing, screening and selection processes. So it’s understandably frustrating when new employees don’t stay with an employer longer. The costs rack up (turnover, recruiting, lost productivity) while other performance indicators slide down (employee retention, manager satisfaction, length of customer relationships).
Map out your onboarding touch points for the first month, first quarter, six months and year anniversary. After the time you spend on recruiting top talent, it’s anti-climactic to plan any other approach to onboarding, isn’t it?