March 7th, 2016

Building an Effective Onboarding Strategy: 5 Key Takeaways

In the past, we have discussed why a strong onboarding strategy is one of the first building blocks of ongoing retention. This time, we were lucky to have an HR expert present a webinar on building an effective onboarding strategy. Jeremy York is the president and lead consultant of Invigorate HR, and he has over 15 years of HR strategy, performance management, strategic planning and talent management experience.

In case you missed the webinar, or attended and just want a recap, we pulled 5 key takeaways to help you create a strong onboarding plan for your new hires. Read on to learn the short and long-term impacts of building an effective onboarding process, and why onboarding is really a proactive school of thought.

1. Onboarding is more than orientation.

A strong onboarding process surpasses basic employee orientation, and is a forward-thinking approach to incorporating your new hires. Use it as a way to introduce company culture and organizational norms. This will also minimize the time it takes for new hires to fully contribute to their workgroups. It will also establish solid relationships by welcoming new hires and creating an environment of mutual trust and respect.

2. Look at the numbers! 

Leadership IQ says that 50 percent of all senior outside hires fail within 18 months. At the same time, AIRS states that 89 percent of new hires don’t have the knowledge needed to “hit the ground running.” Help your new employees learn your culture, processes and goals, and equip them with the skills and tools they need.

#Onboarding is a building block to #retention. Watch our #webinar:

3. Benefit immediately from a great onboarding structure through multiple short term effects.

Self Confidence: New hires who feel confident in their performance at their new job are more motivated and successful to do more. They’re just itching to help.

Role Clarity: New hires who understand their jobs perform consistently better, every time. And they’re generally much happier at work.

Organizational Fit: A new hire’s alignment with company culture and an understanding of how the organization “works” can increase their job satisfaction and reduce initial turnover.

4. In the long term, enjoy a multitude of positive effects on perceptions and behaviors. 

Retention: Employees that feel a connection with the organization and have a purpose related to the goals are more likely to stay with the company longer—in many cases up to 3+ years. Of course, salary, benefits, perks, location, etc. make a difference, but that connection is key.

Productivity: Employees get “up-to-speed” faster and have strong job knowledge. This leads to autonomy, high levels of focus and better production day in and day out.

5. Focus on the 4 essential parts of onboarding: Compliance, Clarifications, Culture and Connections.

Use these “4 C’s” as the pillars of your onboarding plan. You can categorize all of your materials under them, and they’re easy to remember. Any holistic onboarding process will thoroughly cover these areas.

Jeremy’s full of proven knowledge, and the proof is in the pudding that onboarding is critical to retention, so why wouldn’t you take his advice to heart and make it a focus at your business?

Good news: you can still see the entire webinar! Watch the recording.






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