More than half of companies focus their onboarding process on paperwork and procedures.¹ A paperwork-centered onboarding process gives employees factual knowledge of their role, but it does not equip them to feel confident and satisfied in their new position. Interestingly, some companies don’t have any sort of onboarding process in place at all; they simply answer questions as they come up.

This informal approach leaves the new hire feeling chronically “behind the curve” in their learning and performance, which is not a positive way to begin with a company. The lack of an effective onboarding process causes many companies to lose talented, diverse employees soon after they are hired.

Read on to learn the 3 onboarding practices your company can do now to retain diverse talent!

Why Improving Your Onboarding Process is Beneficial for Your Organization

An excellent onboarding process is structured, intentional, and communicative. It sparks excitement in new employees, and it nurtures that excitement over time.

Companies committed to diversity can benefit from an improved onboarding plan because, when putting in the work to attract diverse, talented employees, it is important to retain those employees!

Companies with strong onboarding processes enjoy higher retention rates across the board. New hires are also statistically more likely to refer their friends to a company when their onboarding experience was excellent.

So, by honing and refining the onboarding process, companies can maximize their diverse and talented employees’ time at the company as well as expand their applicant pool.

Best Practices for Solving the Problem

As you’re looking to improve your onboarding program, it would be beneficial to audit your current onboarding process through feedback from your most recent hires. An audit will likely highlight specific areas where you can improve. In addition, you can implement these best practices:

#1 Keep up the communication.

A good onboarding process doesn’t last one week or even two weeks. In order to maximize effectiveness, an onboarding program ought to last around 90 days.

When designing an onboarding process, include intentional communication for at least the first three months. For example, it might be helpful to schedule weekly manager meetings where new hires can ask questions, evaluate their progress, and receive feedback.

In addition, be sure to clearly communicate objectives, goals, and expectations. Allow new hires to share their personal goals as well. As new employees adjust to their new roles, providing opportunities for communication will go a long way in creating a positive work experience.

#2 Focus on structure.

The least effective onboarding processes are not thought out. A reactive onboarding situation – in which management simply answers questions as they arise – sets new employees up for failure.

This lack of support will leave new hires feeling frustrated or inadequate in their role when they have questions.

Creating a consistent onboarding structure is a proactive measure to help new hires acclimate. This might include scheduled communication, intentional learning experiences, and phased assignments.

A structured process creates a sense of security and confidence in new employees.

#3 Involve your new employees.

Finding a sense of community plays a huge role in employee satisfaction at work. Particularly with diverse employees, community and inclusion will make a massive difference in their experience with your company.

Be intentional in involving your new hires in meetings, informal gatherings or check-ins, and social events.

Connect new hires to mentors and/or like-minded coworkers. Encourage new employees to share insights and make their voice heard.

Affirm their feedback and listen to their concerns. Involvement is an excellent way to communicate value, and diverse employees in particular will be drawn to places where they know their presence is desired and valued.

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with an excellent and organized onboarding experience. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Retaining Diverse Talent: Onboarding”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!