Onboarding Summary

Introduction Every company is looking for a smoother and more positive experience when talking about their new employee on boarding program. On boarding maybe is the last step of employee recruiting process, but it is not the least important one. Do you know that 70% of new hires make their decision to stay at or leave an organization within their first six months (“Best Practice”, 2013)? Do you know 25% of all turnovers occur in the first 45days? What these statistic means is that employees are actually looking for a good fit after they accept the job. They move on and reject the offer and quit their recently accepted job. However, from their employer point of view, this is big lost. Their employers spend money on job posting and sometimes pay for the recruiter to get candidates. Sometimes the complete hiring process takes more than six months. So, to employer these statistics means they are lost on resources and time. What will change this statistic is the new employee onboarding program. The new employee on boarding program sometimes refers to Organizational Socialization. That refers to a series of actives designed to help the new employee gain the knowledge, skills, behaviors, and connections needed to become an effective member of the origination (Chao,

The author of the “the seven benefits of an onboarding program” talks about that the onboarding program will provide employees the right tools and education they need to be productive right way (Zenefits blog, 2015). The article talks about the following points. First, companies can help the new hires learn about the company, promptly and comfortably. So they don’t have to experience unnecessary ambiguity. Second, employee will understand the expectation from the company and from the team. Therefore, they will understand their new role and job duty more clearly (Zenefits blog,