When we think of recruitment we often talk about developing job descriptions, creating job posts, reviewing resumes, interviews, reference checks and drafting offer letters. While all these tasks are central to the recruitment process there is one important step missing; can you guess what I’m referring to? It’s on-boarding! When I talk about on-boarding, I’m referring to the ongoing integration of a new employee that, in my opinion, should last a minimum of 6 months. This is particularly true if six months is your standard probationary period.

While on-boarding may seem like a very simple process, don’t under estimate the impact it can have on an employee. Employees and organizations alike reap many benefits with a structured on-boarding process. First, it’s about engaging the employee to make a positive, lasting impression that establishes initial trust. Second, on-boarding results in higher retention rates. Regular turnover is not only costly to a company, it can also affect morale. Third, when your process is effective it can result in talent attraction. People are attracted to organizations that can demonstrate a supportive culture. Here is an article offering 7 great on-boarding strategies. The key to on-boarding success is based on setting clear goals, having regular follow ups and most importantly, implementing a mentorship program.  

Carrie Deon
Human Resources Generalist