What Changes to Onboarding Processes Improve New Hire Retention?
Recruitment Interviews
What Changes to Onboarding Processes Improve New Hire Retention?
Picture this: a workplace where new hires hit the ground running, fully equipped and engaged from day one. Leaders such as Founders and Talent Managers share valuable insights on transforming the onboarding experience. Learn from the first recommendation to use videos for training to the final advice on creating a welcoming environment. With a total of five transformative strategies, this article equips businesses to enhance new hire retention effectively.
- Use Video for Training
- Implement a Mentorship Program
- Automate Recruitment Processes
- Connect Early and Often
- Create a Welcoming Environment
Use Video for Training
Using videos! Recording key processes on video not only speeds up training but also offers a handy reference point. This approach allows new team members to learn at their own pace and revisit complex topics as needed, making the transition smoother and more engaging.
Implement a Mentorship Program
One significant change we made to our onboarding process was the introduction of a mentorship program, i.e., pairing the new hires with experienced employees. Initially, new hires often felt overwhelmed and disconnected during their first few weeks, which impacted their engagement and retention.
By pairing each new team member with a mentor from day one, we created a supportive environment where they could ask questions, gain insights, and feel more integrated into our company culture. I remember one new hire who was struggling with the nuances of legal documentation; her mentor helped her navigate these challenges and provided valuable feedback.
This not only boosted her confidence but also made her feel valued and supported, ultimately leading to her becoming a key contributor to our team. Since implementing this change, we've seen a noticeable increase in retention rates, as employees feel more connected and invested in their roles.
Automate Recruitment Processes
Automation and processes that each recruiter follows with a checkmark list in place, as well as integrating several tools into the recruitment process—from auto-scheduling interviews to running reports on benchmarks.
Connect Early and Often
As CEO of OneStop Northwest for over 20 years, I’ve learned that connecting early and often with new hires makes a huge difference in retention. Within their first week, I schedule a video call to discuss how they’re adjusting, address any concerns, and reiterate why we hired them.
For example, one new marketing manager felt unprepared for the breadth of responsibilities. Reassuring her that the role takes time to master, and that we didn’t expect her to be an expert yet, eased her anxiety. She’s now a top performer.
Another hire worried our culture and values didn’t match what was discussed in the interview. Discussing this openly and clarifying any misunderstandings helped get them back on the right track. Taking the time to support new hires during onboarding has reduced turnover and built loyalty.
Create a Welcoming Environment
One change we made at Guildhall that really boosted new-hire retention was to focus on making people feel truly welcomed and supported right from the start. In the past, onboarding felt like a checklist of tasks, which left some new hires feeling a bit lost or disconnected. So, we decided to take a more personal and engaging approach.
Instead of just throwing a bunch of information at them on day one, we began focusing on helping new hires feel like part of the team right away. We set up informal meet-and-greet sessions where they could connect with their teammates and leaders, not just about work but on a personal level. Pairing them with a buddy helped too—a friendly face they could turn to with any questions or just to chat, which made those first few weeks less intimidating.
We also worked to make sure they had a sense of purpose early on. Rather than waiting for months to start making an impact, we gave them small, manageable tasks that let them see results quickly. This gave them a sense of accomplishment and momentum as they got settled.
The outcome? New hires felt more comfortable, confident, and part of something meaningful right from the beginning. This small shift in how we approached onboarding led to a big improvement—our retention rates increased because people felt connected and supported from day one.
