Maximizing success in the onboarding process

The employee's first day at a company is crucial. It's the moment when first impressions are made and the groundwork is laid for a long-term working relationship. Good onboarding can make the difference between an employee who feels valued and engaged from day one and one who feels lost and disoriented.

Professionals dedicated to hiring or talent acquisition emphasize the importance of conducting a well-structured onboarding process to ensure a smooth and productive transition for the new employee. Additionally, the combination of techniques such as OKR and Topgrading can further enhance the success of talent acquisition, while maintaining ongoing, bidirectional, transparent, and close communication with employees over time.

The first day leaves a mark. There's only one chance to make a good impression

Recruiters, drawing from their experiences and observations, stress the importance of giving new employees a warm welcome and comprehensive orientation from the outset.

A good onboarding process is essential for the successful integration of a new employee into a company. This involves providing close support from the beginning, ensuring there is advance and organized planning for their arrival, offering a warm and personalized welcome, providing comprehensive orientation about the company and its culture, offering training and support during the first few months, and conducting regular check-ins to ensure the employee is adapting well to the pace of work. These elements are essential for the new employee to feel valued, understood, and capable of making a significant contribution to the team and organization's objectives.

On the other hand, a poor onboarding process can have negative consequences for both the new employee and the company. Some of the most common errors in the onboarding process include lack of preparation, inadequate welcome, failure to convey the company's purpose and goals, lack of a well-defined onboarding plan, among others.

According to a survey we conducted at Manfred with our community of over 5000 recruiters and hiring professionals, from which we received more than 200 responses, we found that 21% of companies do not have a well-defined onboarding process. This finding is significant considering the importance of onboarding for talent retention in organizations. In fact, 50% of respondents categorically stated that the onboarding process significantly impacts employee satisfaction, productivity level, and turnover rate. These results underscore the urgent need for companies to recognize the importance of an effective onboarding process and prioritize it as an integral part of their talent management strategy.

Maximizing success in the hiring process: OKR and topgrading

As we discussed in this article, the combination of OKR (Objectives and Key Results) and Topgrading can yield outstanding results, especially in the hiring process.

Topgrading is a personnel selection methodology that focuses on identifying and hiring the best talent for an organization. Its fundamental premise is to place the "right person in the right position," seeking candidates with the skills, experience, and personality traits necessary for success in a specific role.

Uniting OKR and Topgrading can be beneficial for several reasons:

Focus on results and achievements

OKR establishes clear and measurable objectives, while Topgrading evaluates candidates' work history in terms of achievements. By combining these methodologies, companies can identify candidates who have demonstrated the ability to achieve concrete results in previous roles.

Alignment with organizational goals

OKR aligns individual objectives with organizational goals. By integrating Topgrading, companies can seek candidates whose past achievements are aligned with the values and vision of the company.

Identification of high-performing talent

Topgrading focuses on identifying "A Players" or high-performing candidates. By combining OKR and Topgrading, companies can look for candidates with the potential to significantly contribute to the company's success.

By adopting both methodologies, the job interview shifts its focus from the candidate's past experiences to their accomplishments. Even onboarding is redefined as an explanation of the company and team's OKRs, rather than a simple job description.

The importance of Internal Communication as a talent retention strategy

Internal communication plays a crucial role in talent retention within an organization over time. It's not just about treating the employee well during the first few days but maintaining effective and constant communication throughout the employee's journey in the company. This is where the importance of establishing a solid internal communication strategy comes into play to keep employees engaged, informed, and connected with the company.

This involves keeping open channels of communication, both formal and informal, to provide relevant information, address concerns and issues, and encourage employee participation and commitment. A robust internal communication strategy ensures that employees feel valued and supported, contributing to their job satisfaction and long-term commitment to the organization.

5 recommendations to foster internal communication and retain talent

Relevant information at every stage of the employee lifecycle

It is essential to provide relevant information at every stage of the employee lifecycle, from onboarding to offboarding. This includes offering information during the employment relationship, in special situations such as organizational changes or crises, and at key moments such as significant decision-making.

Promote active listening

Establish bidirectional communication channels that allow employees to express their concerns, ideas, and suggestions. It is important not only to listen but also to act on the feedback received to demonstrate to employees that their opinions are valued and taken into account.

Create a space of trust and community

Facilitate the formation of strong relationships among employees and promote a work environment where they feel valued, connected, and supported. This can be achieved by organizing activities that encourage interaction and dialogue among teams.

Employee Value Proposition (EVP)

Offer an attractive employee value proposition that goes beyond salary and tangible benefits. This involves highlighting aspects such as professional development, organizational culture, growth opportunities, and the impact they can have on the work they do.

Leverage technology

Use technological tools that facilitate internal communication, such as instant messaging applications, collaborative platforms, and corporate social networks. These tools not only improve operational efficiency but also contribute to strengthening the culture and identity of the company.

How can we assist you with onboarding?

Onboarding and hiring services

At Manfred, the digital-native company and leader in the recruitment field that is part of the SNGULAR ecosystem, we are here to help you optimize your onboarding processes and enhance talent retention in your organization.

Our services range from the implementation of personalized onboarding methodologies tailored to the specific needs of your company to the search and hiring of the most suitable professional profiles for your teams.

With our extensive experience and deep knowledge in hiring and talent management, we provide you with the tools and strategies necessary to ensure that each new employee integrates efficiently and successfully into your organization. We are committed to providing you with effective and personalized solutions to help strengthen your team and drive the growth of your company.

OKR courses and implementation

Our specialized OKR courses are designed to offer you a deep and practical understanding of this methodology in various areas, including hiring and talent retention.

Through our training programs, whether individually or for teams and departments in-company, we provide you with the tools and knowledge needed to effectively implement OKR in your company. These courses not only teach you the fundamental concepts of OKR but also guide you in the practical application of the methodology in your organization. From defining clear and measurable objectives to establishing key results and tracking them.

We also offer consulting services for the implementation of the methodology in the company. Our OKR expert consultants will provide you with personalized advice and support at every stage of the implementation process, from the initial assessment of your company's situation to the development of a detailed action plan and the training of your team.

Digital solutions for internal communication

For companies looking to improve their internal communication and strengthen employee engagement, we offer digital products such as Dialenga, internal communication applications to facilitate interaction and information exchange among teams, thereby enhancing the employee experience and their engagement with the organization.

Contact us today to discover how we can help make your onboarding process a successful and enriching experience for your employees.