Hiring a person is an investment of time, resources and expectations. That is why it is surprising that many companies spend weeks or months on the recruitment process, but barely plan for the onboarding of the new professional once the contract has been signed.
The first few days in an organisation are crucial. During this short period, the new employee forms their first impression of the company, their colleagues, the way of working and even the professional development opportunities they may have in the future.
A well-designed integration process, known as onboarding, can make the difference between a committed employee who stays with the organisation for years and a new hire whose employment ends prematurely.
What is onboarding really?
Many companies associate onboarding with providing documentation, explaining procedures or introducing the new employee to the rest of the team. However, it goes much further than that.
Onboarding is the process that enables a new employee to adapt to the company, understand its culture, become familiar with their responsibilities and acquire the tools they need to perform their job successfully.
It is not just about explaining how the organisation works, but also about helping the person feel part of it from the very beginning.
That is why we have put together the 3 essential keys to making those first moments a unique and positive experience for new employees:
1. Prepare for their arrival before the first day
Integration does not begin when the employee walks through the office door, but beforehand.
Having the workstation ready, providing access to the necessary tools, informing the team about the new employee or sharing basic information about the company in advance are small details that convey organisation and professionalism.
On the other hand, situations such as not having a computer available, not knowing the assigned tasks or not knowing who the point of contact will be can create uncertainty from the outset.
2. Provide support and communicate
The first few days are often filled with new information. Internal processes, tools, people, responsibilities and operating procedures are all part of an accelerated learning process.
For this reason, it is advisable to appoint a point of contact who can answer questions and facilitate the employee’s adaptation.
In addition, clear communication about expectations, responsibilities and objectives helps reduce uncertainty and allows the new employee to gain confidence more quickly.
People not only need to know what they have to do, but also understand how their work contributes to the organisation’s objectives.
3. Follow up during the first few weeks
One of the most common mistakes is to consider that onboarding is complete after the first day or first week. The reality is that the adaptation process takes time. Holding follow-up meetings, requesting feedback and taking an interest in any difficulties that may arise makes it possible to identify problems before they become reasons for disengagement or departure.
These conversations also provide an opportunity to strengthen the relationship between the company and the employee, demonstrating that the organisation cares about their development and well-being.
The cost of poor onboarding
Poor onboarding can have significant consequences for a company.
A lack of information, a sense of disorganisation or an absence of support can often lead to lower levels of engagement, more mistakes during the adaptation period and a greater likelihood of employees leaving during their first few months.
For SMEs, where each new hire can have a significant impact on day-to-day operations, these early departures also entail an economic cost associated with recruiting, training and replacing staff.
That is why taking the time to plan a good welcome, facilitate integration and support people during their first few months does not require major investments. Often, it is the small actions that have the greatest impact.
Because the first few days in a company not only determine how a person will work, but in many cases also influence how long they will decide to stay.
If your SME wants to identify and strengthen its competitive advantages compared with larger companies, request personalised advice and the Galician Economic Office will help you define the most appropriate strategy for your business.
