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The impact of employee onboarding on fresher graduates

Freshers graduate onboarding

 

After a rigorous process of selection, you finally have your employee. The employee is an early professional who has had no experience in the industry. The responsibility of hiring a fresher and making them comfortable is in your hands. What should you as an ideal organization do to ease things up for the employee?

The answer lies in the phrase ‘structured onboarding’. Onboarding refers to the process of effective completion of paperwork and familiarising the individual with their roles and responsibilities to a majority of organizations. To them, it is administrative in nature.

However, it is wrong to limit onboarding to just that. Onboarding is much more. It can also serve as the deciding factor for the employee to stay or leave the organization.

The generation of freshers is assumed to be vagrant. They are likely to move to a different place if they do not feel like that organization was for them. It can serve as a significant reason for employers to make the process of onboarding even more interesting and efficient.

Structured onboarding can reap multiple benefits to the organization as well as the employee. It can influence the employee into staying in the organization and working to their potential to the fullest. A standardised onboarding programme makes the employee feel valued and shows them their importance.

Benefits of a structured employee onboarding to freshers

1 . Better employee retention

Studies suggest that employees start looking for a new job within 90 days of the commencement of the job that they are currently working in if they are dissatisfied.

This rate is likely to accelerate since the motto of having a job for life no longer holds to be true for freshers. Early professionals aim at working in an environment where they feel safe and comfortable.

Investing some time and energy in employees who can prove to be the future assets of the company is worthwhile. A good onboarding programme begins with an introduction of the company rules regulations and brand value. It dives in further by making the employee feel as if they are part of the company and their contributions matter.

The process of onboarding should last for a period of 90 days. It eliminates the chances of employee turnover within the three months. Extending a warm welcome and assignment of roles week by week can help the employee settle into the work culture. Once the employee is used to the pattern of the organization, the chances of a turnover stoop.

Effective onboarding rightly reduces the turnover rate by 82%.

2 . Devote in Career Development

The generation of freshers is often criticised for not being loyal. They are not trusted by an organization since they are assumed to be uninterested in their tasks and jobs.

But, the truth lies in the fact that the freshers are at a very early stage of professionalism. Most of them are looking for chances to get a hold over a good development.

They look for opportunities that help them in their career development and jump onto them wherever they find them.

Thus, an ideal onboarding structure must include incentives for personal and career development.

It can be implemented by some simple steps:

  1. Trust the employee- A fresher is generally a young individual who has a lot of ideas pondering within them. The individual can serve as the lifeblood of the organization. Trusting the employee with important roles as and when they enter the organization can boost up their confidence and unleash their inner potential.
  2. Commit to continuous training- With the initial step of onboarding, the commitment to continuously train, coach and teach the freshly hired employee must be guaranteed. It can be facilitated by taking up a training examination at the beginning of the job.
  3. Feedback– When an employer asks for employee feedback, they feel valued. Necessary feedback ensures that the expectations of employees are being met.

An onboarding process that inculcates career development sets itself apart from an average process.

3 . Increased productivity

When a freshly hired employee enters an organization and has to look for their desk all by themselves, it certainly leaves a bad impact on the organization. The motivation levels to work also decreases.

A structured onboarding programme keeps all of these things in mind. It starts with the simple process of allowing the employee to familiarise themselves with the environment of the organization and settle down.

It is done by simple actions such as not overwhelming the employee with cumbersome paperwork, providing necessary information in smaller chunks, thus giving them time to the employee to grasp it.

Since freshers are new to the work culture, they do not have specific knowledge regarding many things. To solve this problem, the act of assigning a buddy is used.

A buddy is a fellow employee of the organization who has been working there for some time. The role of a buddy is to make the employee feel comfortable. They introduce the employee to the respective staff and senior-level managers. They also describe the physical positions of certain places such as the conference rooms, bathrooms, etc. In simpler terms, they act like the genie of the employee and come to their rescue in case any problem arises.

According to research conducted by Harvard Business Review, after their first week on the job, new hires with buddies were 23% more satisfied with their overall onboarding experience compared to those without buddies.

Generally, an employee takes about a year to reach full productivity. With efficient processes of onboarding like these, the duration decreases.

4 . Attract newer talent

Once an employee enters the organization and is not met by a properly balanced onboarding process, they are unlikely to talk about the organization well outside.

Word of mouth still plays a significant role in deciding the rapport of any company. Freshers are in touch with many other potential future employees for an organization. But, they wouldn’t recommend the organization until the organization has something beneficial to offer.

Companies with a mapped out onboarding process that lasts for a couple of months and allows the employee to adjust well is likely to have a positive impact on them. Thus, they can write reviews of the company on various platforms and help in bringing newer and fresher talent with terrific ideas into the organization. It also aids in building a stronger reputation for the organization.

5 . Encourage open communication

Onboarding is the right time to encourage open communication with employees and leaders. Communication refers to the act of sharing one’s ideas and thoughts and ensuring necessary feedback.

An organization needs to have proper communication methods to make it easier for the employees to interact with one another. It wipes out the chances of being uncomfortable while asking for help or initiating a conversation.

Building professional relationships is important in the early stage of one’s career. Freshers benefit a lot from the process of open communication. Communication can take place over lunch or tea breaks. It also aids in relaxing the mind of the worker and distracting them from the routine pressure.

Additionally, this can also be taken up as a chance to share stories. Every organization has stories about its origin, hard work, failures and successes to share. Onboarding is the right time to make the employees aware of these stories. On the other hand, freshers also have a lot to express. They have had experiences in school, college and internships that can help bring a newer perspective to an organization.

The successful amalgamation of these stories benefits the company as well as the employee.

Final Thoughts

A strategically planned onboarding process takes a holistic approach towards the development of early professionals. It influences them to eliminate the options they have in mind and helps in retaining them.

It should always be kept in mind that an organization must never compromise on its onboarding process and take up the necessary actions required to smoothen the process further.

 

References:

https://www.hrmanagementapp.com/structured-onboarding-process/

https://zeal.technology/benefits-of-strategic-onboarding-process/

https://www.saplinghr.com/blog/6-benefits-of-onboarding-employees-the-right-way

https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/dont-underestimate-the-importance-of-effective-onboarding.aspx

https://hbr.org/2019/06/every-new-employee-needs-an-onboarding-buddy

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