First impressions don't just count for the employer: potential employees also decide in the first few days whether the job is right for them or not. 11.6% of participants in a study by softgarden have already resigned during their first 100 days, and 15.7% were about to do so^.1 It is particularly important to properly integrate new talent into the company. From welcoming them, to introducing them to their colleagues, through to induction - this is where the magic word "onboarding" comes into play. So how do you get employees on board correctly and for the long term?

Definition: What is onboarding?

The most common definition of onboarding in HR management is derived from the phrase "taking on board". This refers to the recruitment and integration of new employees into the company. In this process, the newcomers acquire the knowledge, skills and behaviors they need for a successful and happy employment in the company.

In addition to the technical induction, areas of responsibility are defined, the company's goals and philosophy are explained and social contacts are established with colleagues. Successful implementation therefore requires concepts that can vary from organization to organization. There is therefore no "one" onboarding process as such. Nevertheless, Dr. Talya Bauer from the member association SHRM defines the four C's, which should always be part of the onboarding ^program2:

• Conformity
  • The new employee is aware of the company values and guidelines.
• Clarification
  • The role in the company and the associated responsibility were communicated.
• Culture
  • The new employee was introduced to the formal and informal norms and values of the company.
• Climate
  • Communication with colleagues and management was explained.

The on-boarding process begins with the signing of the contract and ends at the earliest at the end of the probationary period. This time is also needed so that new team members can get used to their role and acquire the necessary knowledge. On-boarding is decisive for the subsequent length of service. According to the softgarden survey, 74.3% of respondents stated that it was important for them to be valued and welcomed in the first 100 days - only 44.2% actually felt this way^.3

What are the goals of onboarding

Every company has its own rules, special values and specific work processes. That's why it's important in the first few months to settle in and familiarize yourself with the corporate culture. The aim of onboarding is to support the acclimatization process. In this way, new employees become a productive part of the company more quickly. This not only saves costs, but also promotes employer branding: If the new employee feels comfortable, they are more likely to behave loyally towards the company and ideally even recommend it to others. Successful integration of the new team member into the company not only promotes productivity, but also motivation.

What measures are important?

Onboarding normally takes place in three phases: Preparation, orientation and integration. The exact measures taken depend on the company in question.

1. Preparation: During pre-boarding, the new employee should establish an emotional bond with their future employer before they actually start work. Any doubts about the contract should be dispelled, support offered and the necessary preparations, such as the required access or equipment, provided.
2. Orientation: This phase lasts for the first three months after starting work. It is crucial in this phase that the newcomer feels welcome and receives the necessary support. Study results show: A mentor or sponsor from your own department can help here^.4 This trust can be strengthened through effective measures, for example team building events, a detailed technical induction into the internal programs and an early introduction to colleagues.
3. Integration: The integration phase covers the period between the third month and the end of onboarding. The aim here is to successfully complete onboarding. At the end, the new employee should not only feel comfortable, but also have become a successful part of the company. Regular feedback meetings with the line manager during this time ensure long-term motivation and commitment and lead to greater satisfaction^.5
4. 
   
5. Conclusion

In times of skills shortages, it is important to sustainably integrate new talent into the company and retain them in the long term. Employers must therefore ensure successful collaboration: onboarding is an indispensable building block in the career of every employee. A well-thought-out strategy, regular employee appraisals and individual support round off the onboarding process.