How Onboarding Software Can Reduce New Hire Turnover, and Increase Employee Satisfaction Rates
Onboarding is rightly becoming an increasingly important part of the hiring process. Once, it might have involved getting your security pass and IT login, combined with a quick tour of the office. But now it’s a sophisticated element of the recruitment process, that helps company’s share their values and culture, and ensure their newest colleagues understand their roles and responsibilities from the get-go.
With the average cost of replacing an employee believed to be (conservatively) around £30,0001 in the UK, finding the right match for your vacancy, and preventing new hire turnover, has never been more important.
Skills matching and a tailored hiring process go a long way to helping you find the right talent for the role; but don’t underestimate the power of a great onboarding process when it comes to ensuring those new hires stick around says Reach ATS Sales Director, Deb Cox.
How can onboarding software reduce new hire turnover?
It’s no secret that early engagement with new hires leads to a smoother integration into a company. Employee onboarding software offers a way to automate some of the essential (but time consuming) tasks associated with onboarding, from issuing and chasing references to pre-employment checks. This helps streamline the onboarding process, while regular personalised communications keep your new hire up to date with what’s going on.
There’s nothing worse than silence during the period between accepting an offer and starting a new job. A little bit of communication goes a long to smoothing the transition.
What are the key features of an applicant tracking system (ATS) that help with onboarding?
I’ve already touched on automation to streamline the process. Good quality onboarding HR software will also allow you to personalise onboarding workflows – fast tracking for urgent roles or adding in extra steps, such as training for others.
Applicant tracking software is brilliant for compliance tracking too, from reference collection to data protection. And as every part of the hiring and onboarding process is recorded within the ATS, you have a complete audit trail.
How does onboarding software enhance the employee experience from day one?
Onboarding systems offer a structured, welcoming and efficient process. They allow your HR team to address any issues that could lead to early turnover but also set the bar for their time with your company.
It’s really important not to underestimate that old adage about never getting a second chance to make a first impression. Use your software to minimise the admin load, bring in different departments from across the company to collaborate and show your newest hire just how it will feel to work with you.
Honest, open and clear communication, timely movement through the process and asking for and (swiftly) responding to any questions, sets you up as you mean to go on.
Your Reach ATS will notify your team once an action is completed or a message sent. It will chase references and contract signatures and keep your candidate moving through the process. It will also seamlessly transfer all their personal data to your HRIS or payroll systems, reducing the chance of human data input error and making sure your newest hire can receive those all-important wages!
How can onboarding software tailor the journey to individual needs?
The brilliance of our system is that you can personalise onboarding by role, by department, by skill level or accessibility. Each new hire gets the resources they need.
For example, if you know all your catering staff need compulsory first aid instruction before they set foot into your kitchens, you can ensure they receive that training within their onboarding. From video training modules to live online training sessions, Reach handles it all.
But it’s not just about ensuring your new hires fit your criteria. You need to show you can cater to their needs too. If you’re employing a diverse workforce, then you can offer onboarding documentation in a range of different formats. Showing you are invested in them and in fostering a true culture of inclusivity.
Flexible, fully configurable onboarding tools make personalisation simple. It feels more professional and efficient and really gives them a true insight into your company culture. It shows intent. You see them as a valued part of your workforce. As an employer, you are responsive to their needs.
What role does recruitment onboarding play in long term employee satisfaction?
Onboarding is all about building relationships and setting expectations. It ensures a smooth transition from candidate to productive team member.
By offering an efficient and informative onboarding process, one that’s personalised to their specific role or needs, you are building trust, setting the tone for an open and honest two-way relationship and fostering long term employee satisfaction.
How can onboarding software address compliance and cultural integration?
I believe that onboarding software solutions play a critical role in what we now refer to as the “Four C’s” of onboarding.
Compliance – checking that the applicant meets the requirements of the role. For me this is about pre-employment checks, references, contract signing etc. All of these things can be done by a good quality ATS like Reach. The best onboarding software will offer easy integration with third party software, helping streamline your candidate’s experience and saving HR teams a huge amount of time.
Clarification – this is about setting expectations. Is the employee aware of their role and responsibilities? Have you set out goals and milestones for them before they start? The more of this you do, the less likely it is your employee will leave. They know what to expect, and that counts for a lot when it comes to employee satisfaction.
Onboarding software allows you to securely share documents and information about the role and their goals and milestones. When you know that around 20% of employees quit within the first 45 days2 strong onboarding with documented clarification of expectations can help mitigate this.
Culture – A company is much more than a mission statement. Of course you need to share company policies, your vision and mission, but getting diverse voices involved in the onboarding process really help to illustrate your business style, and culture. Our ATS is a brilliant collaborative tool that lets the hiring team involve colleagues from a range of departments. We’re talking IT, Occupational Health, Facilities, Uniforms… right through to their manager and teammates. It’s a way of reinforcing that mission statement with positive action.
Connection – This is perhaps the most important. Building a relationship, a connection, with your newest hire. The best way to prevent drop off and increase future employee satisfaction is to give them a sense of belonging before they even begin. Think Teams calls through their candidate portal, a buddy system, regular updates from their new manager before they start. Fostering a sense of being part of a team goes a long way to preventing new hire turnover.
You’re an employer too. What one software feature would you not be without when it comes to onboarding a new colleague?
For me, it’s always workflows. An automated workflow for onboarding would be my top pick every time. And yes, I appreciate that’s a bit of a catch-all for multiple features within an ATS, but when it comes to onboarding well thought out, flexible workflows make a huge impact.
Onboarding is awash with a myriad of time-consuming tasks that involve both parties – smart workflows ensure nothing gets overlooked. Built in reminders and status tracking let you see at a glance where you are in the process. Document collection, contract signing, system access set up all reduce potential bottlenecks. It also helps with compliance, gives you a clear audit trail and importantly, it provides a structured, professional and engaging experience for new hires.
Using a dedicated, configurable ATS for onboarding means you can really focus on the people you’re bringing into your business, not the process. And after all, that’s what we’re all about.
Ready to find out more about smarter, faster onboarding? Reach out and book a demo today.
Notes
1According to Oxford Economics, based on an annual salary of £25,000 or more.
2 Harvard Business Review
Want to read more – interesting market research on employee onboarding (US but relevant to UK HR teams).