Today there’s no question that experiences dominate, and it’s no longer just in the world of retail.
Instead of simply going through the motions, we now expect personal, meaningful and wow-factor experiences. This is as true for the first months of our new job as it is our first time in a new shop, making the onboarding process more important than ever. And when it comes to onboarding, you need SuccessFactors Onboarding.
With 1 in 4 employees leaving in the first year and 80% of new employees deciding whether to stay in the first 6 months, it’s clear just how important a good start is.
Unlike long standing employees your new hires have yet to develop any sense of loyalty or comfort and they’ll have no problems looking for the next best thing if they find you lacking. But why should you care whether these employees leave so early?
It’s no secret that a ‘bad hire’ can be extremely costly and this is the case whether it’s your new-hire or you that’s the bad fit. From sourcing costs to training, incentives, benefits and severance, a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000.
It’s a simple fact that the quicker and better you can get your new-hires up to speed, the more productivity you’ll get. With a good onboarding process your new employees will be ready to go straight away, and they’ll start exceeding their goals that much quicker.
When your employees leave in the first year, where do they go?
To the competition of course. If you don’t entice your new-hires to stay with you then you could be losing good talent to your closest rival, and that’s just bad for business.
People like to talk about their bad experiences just as much as their good ones.
If you lose new-hires due to a poor onboarding process, there’s a good chance they’ll have a thing or two to say about it. This is a one-way ticket to a bad reputation and the loss of even more future talent.
For a truly dazzling onboarding experience you need SuccessFactors Onboarding. This powerful solution provides you with everything you need to give employees a warm welcome, get them up to speed and make sure they stay.
Paperwork can be just as tedious for new-hires as it is for HR and managers. A disorganised system can leave unsigned papers still coming through weeks into the new role while some new-hires are left waiting around for important documentation. It may not be a deal breaker on its own, but a disorganised paperwork process reflects badly on your other business operations and can be a red warning flag to new employees.
With SuccessFactors you get a step-by-step wizard to walk managers through the process of preparing new hires with all the documentation they need in one place. The SAP Signature Management by DocuSign can then be used to get paperwork signed remotely for a quicker response between the new-hire and stakeholders. The completely mobile cloud solution means all parties can access their documents and sign at any time at their own convenience from any device and any location. HR can track the whole process at any time to monitor paperwork and make sure all the right documents have been signed and completed.
When it comes to orientation and formal onboarding SuccessFactors can provide all the resources that new-hires need in one handy portal. Managers, HR and other stakeholders can all upload their own necessary materials so that employees can access them whenever they need to, providing them with the right information at the right time. This can be anything from the date of their first appraisal to information about the canteen.
The best companies will also utilise internal social networks and communication tools to introduce new employees to team members, department colleagues and other employees from across the company that could be integral to getting them up to speed in their role. This could be as simple as organising a team meet up, connecting them in a department wide messenger application or assigning them a mentor alongside their manager.
As well as their formal network it’s important that employees are integrated socially into the company, so they can start fitting into the culture straight away. A happy employee is much more likely to stay, and happiness isn’t just achieved through work. As well as connecting them to their team, internal communications can be used to connect new-hires to other colleagues from around the company.
With a single portal and a hub accessible by everyone in the company SuccessFactors can also help employees collaborate socially including setting up clubs or meet-ups and promoting them to others who might be interested. This is a great way for new hires to find their ‘tribe’ and build more informal relationships within the company.
The best part of SuccessFactors Onboarding is being able to start both formal and informal networking initiatives before the new-hire officially starts. This pre-boarding strategy is much more successful at making employees feel welcome and ready to-go with many of todays top businesses now utilising this approach.
Of course, employee experience isn’t just limited to the onboarding process, and neither is SuccessFactors. With the entire SuccessFactors suite you can build out your onboarding process to make it a seamless experience with the rest of the employee life cycle.
SuccessFactors Learning, for example, can allow managers to upload training materials and exams that can help new-hires get qualified for their role easily and quickly. Similarly, SuccessFactors Performance & Goals can get managers and new employees collaborating straight away to set SMART goals and track performance immediately in line with overall business goals.
To find out more about SuccessFactors Onboarding specifically, all how the entire suite could help your business, contact one of our team today.