Now that you are done recruiting new candidates into your company, how do you feel?
Good? Of course, you should.
However, before you get too excited about the fact that your organization is about to experience an increase in numbers, there is one last thing you must do, and that is the onboarding process.
Have you ever heard of it before? Of course, you have.
The onboarding process is simply a chain of processes that helps in turning a newly accepted applicant into a productive employee. You can call it a company’s “initiation” phase of you want to.
So, here is the thing. If you want these new candidates to be productive, they need to be introduced to everything about your company in totality. And this can only be achieved through an onboarding process. Nevertheless, for you not to mess things up, and get the best out of this process, there are some important factors that you’ll have to use in measuring it.
Let’s look at six of these key factors:
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The Happiness Factor
It is without a doubt that the most evident and common factor which helps in measuring the efficacy of an onboarding process in a company is in how happy the staffs are, especially the recruits. A happy smile on the faces of the employees will mean that not only is the onboarding process effective by helping the new and old workers get along properly, also that the chances of the company experience an increase in the level of productivity is eminent.
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The Feedback Factor
Other than the “happiness” factor, another thing that can be used in measuring a company’s recruitment and onboarding process is by asking the recruits to leave their feedbacks after they must have completed their onboarding process. Now, through this feedback, you’ll be able to discover what needs to be fixed in your company’s onboarding process, the potent part, and the unnecessary steps that need to be removed. In other words, their feedbacks will help you measure the onboarding process accurately.
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The Retention Factor
The retention rate is another way to measure a company’s recruitment and onboarding process. Thus, try to calculate the average time an employee stays in your company, do they remain for at most a year? Six months or three months? If the numbers aren’t encouraging, then your recruitment and onboarding process needs a quick fix. Measuring the process using the retention rate will help reveal the loopholes in each department.
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The Interview Factor
Conducting interview sessions with your employees from time to time and asking them how they feel about the company’s recruitment and onboarding process, will also help the company in measuring the potencies as well as the loopholes in their onboarding process. This interview can also contain questions like why the staff would love to stay in the company, and why they would love to leave.
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The Survey Factor
Using survey forms is another important factor that can be used in measuring a company’s hiring process. So, if you’re the manager, try giving out survey forms to your employees to fill, especially a few weeks after recruitment. Thus, your survey questions should bother mainly on the recruitment and onboarding process, with a few questions about the company.
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The Intuition Factor
After making use of the above factors in measuring your company’s recruitment and onboarding process, it’s time for you to use your intuition and judge not only from the look of things but based on the results of the surveys, interviews, and the other stuff. Whatever your intuition tells you, is probably what you should consider.
So, in a nutshell, the importance of having an onboarding process in your company after recruitment can never be overemphasized. Nevertheless, for you to ensure that the process is carried out properly, it’s pivotal that you use the above recruitment factors to measure it carefully.
