Onboarding is the process of integrating a new employee into the role, team and company. Recruiting top talent has become challenging over the past years due to switching to a candidate-driven market from an employer-driven market, but offering a well-structured onboarding process can drastically benefit your business.

In fact, new hire retention increased by 50% when companies opted to offer a structured onboarding process. Moreover, employees who experience a positive onboarding process are more likely to stay with the company for a minimum of three years. The Recruitment team at GCS Malta discuss the four phases of onboarding:

1. Pre-onboarding
2. Orientation
3. Role training
4. Transition and ongoing development

Phase 1 – Pre-onboarding

The first phase of onboarding is referred to as pre-onboarding. This phase begins when a candidate accepts your offer and lasts until their first official day with the company. Usually, this is the phase where:

• Documents are signed
• Onboarding schedules are planned

During the pre-onboarding phase, candidates are the most sensitive since they will be uncertain about what is to come. Therefore, avoiding miscommunicating in this phase is crucial since any negative experiences might make the candidate rethink their decision to join your company. Contrastingly, communicating constantly and quickly with your candidate will make them excited about starting this new journey.

Moreover, keep in mind that some candidates will need some time to finish their exit tasks at their previous job, and some will even be relocating town or country. Therefore, aim to provide as much information and clarity as possible to ensure the candidates feel welcomed and supported, ensuring a positive onboarding experience.

 Phase 2 – Orientation

Phase 2 kicks off on the first day of work. To not overwhelm your new recruits, try to provide them with a timetable for their first day a few days before. Usually, during orientation, companies include the following activities:

• IT setup
• Office tour
• Issuing of equipment
• Orientation sessions

Typically, orientation sessions inform the new recruits about the company structure, day-to-day operations, policies on attendance, leave, medical leave etc.

Phase 3 – Role training

During this phase, employers should instruct and train their new recruits about their day-to-day responsibilities. Without formal training, your recruits might feel overwhelmed and discouraged. In addition, aim to offer technical job shadowing so that you set your new recruits up for long-term success.

Phase 4 – Transition and ongoing development

The final phase occurs 60-120 days after the first day of employment. In this phase, the new recruit will transition into their permanent role.

Managers must discuss ongoing development and offer personal and career growth plans. Therefore, this stage should include:

• Career mapping
• Performance reviews
• Individual development plans
• Personal and professional goal setting

Why GCS Malta?

At GCS Malta, our excellent team of recruiters can offer quick and cost-effective company recruitment services and find the ideal job for our pool of candidates. Check out our vacancies and contact us today for more information.

Article by Sarah Jane Gauci