Many human resource departments are prioritizing enhanced onboarding experiences for 2023 — focused on reducing turnover rates and improving employee satisfaction scores — with good reason.

A survey by Indeed found that 44% of job seekers have left a job within six months of accepting the position. Research by LinkedIn shows that 22% of employee turnover happens within the first 45 days of employment in new positions. Even more telling, 4% of employees leave after a terrible, no good, very bad first day on the job.

No more “testing” new hires

The days of “testing” new employees with a sink-or-swim attitude are gone. Good managers understand that new employees need to learn about the day-to-day functions of their job to be successful as quickly as possible. Great managers know that making new hires feel included and valuable before their first day on the job is key to protecting their investment in recruiting and hiring them.

Quick exits by new employees are costly. It’s been estimated that the cost of replacing an employee is about 33% of the annual salary for the role.

A robust onboarding program is more than an old-school orientation. While the mundane, necessary procedures of filling out forms are unavoidable, a truly inspired new employee welcome strategy is a thoughtful journey, covering a range of hard and soft skills, that help new employees:

  • Feel welcome and valued for their potential contributions
  • Invest in the mission and vision of your company
  • Learn new technical systems and procedures
  • Build meaningful connections with new coworkers
  • Feel proud to work for your company
  • Develop career-building skills while on the job

Best practices for implementing an innovative onboarding process

Embrace the long game

The best practice for onboarding in 2023 is providing an experience that last months — not days, not weeks — to help new hires gain confidence and build connections. Your long-term investment in your new hire will help you retain them, help them advance their career within your company, and promote your company within their professional networks.

Leverage existing technology investments

If you have an HR suite, explore the possibilities for long-term onboarding experiences and e-learning that you might not yet be leveraging.

Lean on DEI and ERGs

If your company is fortunate to have a Diversity, Equity and Inclusion (DEI) program or Employee Resource Groups (ERGs), their guidance and support can be invaluable in making new employees feel welcome and included before Day One.

Dedicate resources

The importance of investing in meaningful onboarding experiences is leading many companies to dedicate a full-time onboarding specialist within their HR team to help them attract and retain top talent.

Evaluating and adjusting your hiring practices may be necessary to loosen strict requirements that can discourage candidates from applying for your open positions.

Many companies are dedicating a full-time onboarding specialist within their HR teams.

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