Content
- The role of onboarding in the candidate journey
- Dropout rate in the first 100 days
- Onboarding: priorities and reality
- Virtual onboarding
- Onboarding software
- Bad experiences in the onboarding phase
- Onboarding: tips for employers
- Conclusion and outlook: After hiring is before onboarding!
Summary
The softgarden study Onboarding Reloaded shows that the topic of onboarding still does not receive the attention it deserves in many places. Yet the recruiting process actually only ends with a successful familiarisation phase in the company.
The start of a new job often determines whether employees stay with the company for longer or leave again after a short time. The situation on the labour market makes it easier for employees to change employers more quickly than before. Company loyalty is decreasing. This makes it all the more important for them to optimise their onboarding. This is the only way to turn the ‘trial period for employers’ into a successful long-term collaboration.
An important finding from the study: the number of people who have already resigned during the first 100 days has risen significantly. Around half of those surveyed consider onboarding to be an important criterion when deciding for or against a new employer.
The survey reveals considerable differences between applicants’ expectations and their actual onboarding experience at the company. Unfulfilled promises and a lack of leadership qualities are just two of the many points of criticism.
Companies that want to gain an advantage in the labour market should read the ‘Dos and Don’ts’ at the end of the Onboarding Reloaded study carefully. The 2,160 participants surveyed provide numerous specific tips that can be used to improve their own onboarding.
