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4 Costly Onboarding Pitfalls

Sapling, a provider of onboarding and core HR software for high-growth, global companies — recommends avoiding the following pitfalls to create a streamlined and effective onboarding.

During growth phases, it's inevitable that tasks on your new hire checklists will slip through the cracks. However, these seemingly innocuous slips will quickly add up.

Organizations without a structured onboarding program can expect 33% of their new hires to begin seeking new employment in the first six months. Additionally, the median cost of turnover for positions that require specific skills is 21% of the departing employee’s salary.

On the flip side, companies that practice effective onboarding experience a Return on Investment of $6,044 – $11,799 per new employee onboarded.

With this in mind, Sapling recommends avoiding the following onboarding pitfalls:

1. Google Anything You Don't Understand

Onboarding shouldn't be a hands-off, do-it-yourself affair. Expecting new hires to figure out their roles and train themselves is a recipe for disaster.

Instead, provide new hires with the underlying “how” and “why” your company and team operates. Offer education and transparency from the get-go, providing new hires with access to the right resources.

2. Read PowerPoints and Word Documents

If you’re presenting new hires with packets of documents or slide materials, adjacent to a laundry list of job responsibilities and objectives — you’re doing onboarding wrong.

A modern employee onboarding strategy geared towards today’s largely millennial workforce consists of shorter, laser-focused training content that allows the new employee to quickly absorb and retain information.

3. Onboarding is only a Week Long

New hire onboarding lasts well beyond the first week. A realistic timeline allows for three to six months of structured onboarding, allowing effective learning to occur from repetition and application.

Therefore, the best onboarding content is searchable and aligned with the business’ long-term goals of employee engagement and development. Managers should keep track of the new hire to ensure they’re progressing as expected, and be ready to make adjustments to the training if problems arise.

4. Do You Think it's Working?

What gets measured, gets improved — so if you can't measure your employee onboarding program’s return on investment, how do you know you’re heading in the right direction? You need accountability to make sure your onboarding performs at its best.

HR managers should invest in effective and scalable frameworks that ensure new hires are onboarded into their organization in a way that maximizes their productivity.

If your company is scaling quickly, your onboarding process should be a top priority. Want to learn how the world’s leading brands create onboarding programs with more consistency, visibility, and data? Reach out to Sapling for a product tour today!

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