Onboarding to build employee loyalty.
- Lauren Pinel
Onboarding, or how to retain new employees over the long term. What if you reduced your turnover by integrating Onboarding into your recruitment process? We explain! Enjoy your reading!
Employee retention is the key to success
Why not Onboarding?
Retaining employees through onboarding? A question that makes almost all HR teams blush. Indeed, they prioritise recruitment rather than theintegration and retention of new recruits over the long term.
However, the evidence is clear! Between 20 and 30% of new recruits resign within a month of recruitment. Between 3 and 6% leave the company on the first day! This turnover is costly for companies and tends to scare off the new generations.
What is Onboarding?
Simply put, onboarding is a word that comes from the United States. It defines the process of integrating new employees into a company. In other words, it is the company's ability to attract and then retain high value-added talent.
This practice is tending to develop in all the trades listed . Initially, it was mainly targeted at the integration of managers .
The benefits of implementing this process
- Reduce apprehension about the experience of newcomers to the company.
- Help them to make sense of their working environment.
- Provide them with material and immaterial resources (training, network, values etc.). This will enable them to be quickly operational and to invest their function with motivation.
It is easy to recruit a thousand soldiers, but it is difficult to find a general.
Specialists in the field all agree that it is essential for a company to have a strategy for welcoming, integrating and retaining for welcoming, integrating and retaining new recruits. And this, whatever its size! Such a strategy ofonboarding strategy strategy includes around fifty procedures. They combine corporate culture and best practices, guaranteeing a successful and sustainable integration.
It took several years before the issue of Onboarding spread across the Atlantic and raised the awareness of HR departments in French companies. The evolution of the labour market and the expectations of new young workers have confronted employers of all types of companies with unprecedented pitfalls:
- the scarcity of certain key skills,
- the relative "passivity" of job applicants,
- the volatility of employees who are increasingly demanding in terms of experience.
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How to optimise the costs generated by the recruitment process?
The costs associated with turnover are prompting employers to improve their employee integration and retention strategies. Job vacancy is also a problem. However, it is clear that the processes used, which are often traditional, deserve to be improved. In particular, through appropriate formalisation and digitalisation efforts.
The arrival of new generations of workers on the labour market has brought new aspirations. But also, a different vision of the business world, which has led to a change in the relationship between employees.
The recruitment of new employees is one of the main areas where this reality is expressed. In a recent survey, Bpifrance Le Lab revealed that 6/10 of French SMEs and SMIs lack talent and attribute this shortage to major recruitment difficulties.
How to make a difference and attract new employees?
The solution is simple.
The first step is to make the friendliness and welcome they receive within the company and the region more attractive. According to several recent surveys, young workers are looking for personal fulfilment and rapid professional development. They want to be part of a collective project. They are particularly attentive and sensitive to the reputation of their recruiters. Indeed, 69% of potential candidates would simply not accept to apply for an offer if the company's reputation was poor.
Companies are increasingly recruiting outside their own employment area. It is therefore essential for them to improve their attractiveness by taking into account the constraints linked to the installation of the new recruit (and his family). The ideal way to build employee loyalty is therefore to implement Onboarding.
By calling on Switch Up, the company offers personalised support for setting up. For example, the search for accommodation, the administrative procedures, the organisation of childcare, etc. Finally, the employee can be integrated into his or her new living and working environment through a local network of Ambassadors. The new employee can thus devote himself or herself fully to taking up the position.
