So you’ve hired a new employee and feel excited, accomplished, and probably a bit relieved that the process is over. You may feel like you just crossed the finish line and your marathon of hiring a new employee is finally done! 

Although you may feel excited about your new hire, the work isn’t done just yet. To ensure both you and your new hire’s success, it’s essential that they have a smooth onboarding process that includes a clear plan and conveys job expectations. 

You may be thinking: is it really that important? And the answer is YES! An effective onboarding process boosts retention of new hires by 82%. 

In this article, we’ll go over exactly what new hires want to see in their onboarding process so you can make an onboarding plan that will keep your new hires motivated, happy, and prepared. 

Why is onboarding so important? 

A successful onboarding process increases employee retention, so if you don’t have a good plan, you are at risk of losing your new employee. Employee turnover can be as much as 50% in the first 18 months of employment.

Not only can a poor onboarding process put you at risk of high turnover, it can also cost you a ton of money. The total cost of losing an employee is estimated to range from 90-200% of the employee’s annual salary. 

By implementing a structured onboarding process, you will have happy employees who will feel prepared for their new roles, smoothly transition into them, and want to stay with you long-term. This will save you money, too!

What do new hires want during onboarding? 

This year in our annual Candidate Experience Report, we wanted to dig a little deeper, past the offer stage into the onboarding experience. 75% of job seekers agreed onboarding is important, and they shared their recommendations for improving that experience for new hires.

Let’s take a closer look at each of these answers and how you can implement some of these positive changes into your own onboarding process.

1. Establish clear goals and expectations

Let’s face it: no one wants to be confused when starting a new job. So, it’s not surprising that the number one factor people want employers to focus on is establishing clear goals and expectations. 

Doing this doesn’t have to be complicated. It starts with a well-crafted job posting that clearly outlines the responsibilities, qualifications, and expectations of the role. Candidates should walk away from the job description with a solid understanding of what will be expected of them. This helps prevent misunderstandings later on.

Once a new hire joins the team, setting them up for success means ensuring they know exactly what they are being measured on and how they can excel in their position. Providing clear performance metrics, outlining key objectives, and offering regular feedback can make all the difference in helping employees feel confident and motivated in their new role.

2. Create a more structured plan and explain the steps beforehand 

More than half of new hires responded that they want employers to create a more structured onboarding plan and explain the steps beforehand. As a new hire, starting a new role can be overwhelming with so much information to process. So, creating a structured plan that has detailed steps can help them better understand how their onboarding period will look and what they can expect to learn.

An outlined plan will also play a role in your new hires productivity. In fact, a formal onboarding program can lead to 62% greater productivity. Knowing what to do = more work getting done!

So, how can you implement a more structured onboarding plan? Use the 30-60-90 day plan approach. This plan outlines key goals and milestones for the first three months. This structured approach helps employees gradually build confidence, track progress, and understand expectations, allowing them to excel in their new role. 

3. Introduce new hires to members of the team and pair them with a mentor 

Creating a sense of connection from day one is crucial for new hires, as workplace culture and a feeling of belonging are top factors influencing job seekers. Some new hires may be nervous meeting new people, so don’t just assume they will introduce themselves to their teammates. 

Instead, make it more comfortable for them with some introductions! This can be done through short meetings with other team members where new hires can introduce themselves and learn more about their new colleagues. 

Another helpful resource for new hires is a mentor/mentee program. A mentor can guide a new hire by answering their questions and providing insight into the company’s culture. This would be the new hires “go-to person” during their onboarding process. This can greatly impact your new hires satisfaction with their new role in your company, as 50% of young professionals say that a workplace mentorship program would make them more likely to stay at a company.

4. Use onboarding software to make new hire paperwork easy to complete digitally 

Starting a new job is stressful, so it’s essential to make the transition as easy as possible for your new hire. One way to do this is by using onboarding software to make paperwork easier to complete digitally. 

Switching to digital new hire paperwork can make the onboarding process faster, easier, and more efficient for both employers and employees. Instead of sorting through stacks of paperwork, new hires can complete necessary forms online before their first day, allowing them to focus on getting acclimated to their role. Digital onboarding also reduces errors, ensures compliance, and provides a more organized way to track important documents.

Looking for an easier way to streamline your onboarding process? CareerPlug’s onboarding and team management software helps automate paperwork, improve efficiency, and create a seamless experience for new hires. With digital forms, automated reminders, and secure document storage, you can ensure that every step of the onboarding process is completed accurately and on time. 

5. Ask new hires for feedback

Lastly, all of your employees, including new hires, want you to ask them for feedback. Consider taking a step back from the onboarding process and ask your new hire how they’re feeling, what you can do for them, and if they need any additional support to ensure their success. New hires want their opinion to be heard and valued.

An easy way to do this is by having brief meetings throughout different stages of the onboarding process. This is a great way to hear what you can do better in your onboarding process and consider what can be improved for future hires.

Employee surveys can also be given to new hires to record their feedback quickly and efficiently. This can be done through a simple google form, asking questions like “On a scale from one to ten, how satisfied have you been with the onboarding process?” 

Past the initial onboarding period, you can continue to check in with employees weekly with shorter, pulse surveys. This provides a consistent way for employees to express their opinions, concerns, and suggestions, giving them a voice and fostering a sense of engagement

Improve employee retention with better onboarding 

A well-structured onboarding process is more than just a formality—it’s the foundation for long-term employee success and retention. By setting clear expectations, providing a structured plan, fostering connections, streamlining paperwork, and actively seeking feedback, you can create an experience that makes new hires feel valued and prepared from day one. 

Investing in a thoughtful onboarding process not only leads to higher productivity and engagement but also helps build a stronger, more connected team. When employees feel supported from the start, they’re more likely to stay, thrive, and contribute to your company’s success.