Onboarding new employees is essential to organizational success. It is a process where new hires are formally inducted into the organization, helping them familiarize themselves with company culture, expectations, and regulations. Often overlooked, an onboarding process can make or break a company’s success. According to Jobvite, at least 20% turnover occurs within the employee’s first 45 days in the company. The last thing you want to do is start the application process from scratch and lose your top talent. Likewise, when the onboarding process is executed effectively, employees are far more likely to remain with the company for at least three years. These two scenarios highlight the importance of a streamlined and efficient onboarding system where employees feel engaged, supported, and seen.
Here’s a comprehensive guide on how to create a winning onboarding system!
1. Overcoming Regulatory Challenges
Expanding into markets like the Philippines can be complex due to local laws and regulations, which makes the onboarding process more critical. One of the major challenges in sourcing talents overseas is ensuring full compliance with local regulations. Many organizations that expanded into markets like the Philippines were unprepared for the complex employment laws, resulting in delayed onboarding and legal issues, such as misclassification of employees or failure to provide mandatory benefits. These onboarding missteps can lead to costly fines and even reputational damage.
A general rule of thumb when outsourcing is to always refer to the official government websites as they provide a comprehensive outline of labor law, tax requirements, and business regulations. These sources ensure businesses stay informed about legal requirements and avoid compliance issues. In addition, engaging with local legal experts or a law firm in the target country ensures companies receive correct and up-to-date advice on labor laws, tax regulations, and employment practices.
2. Orientation ≠ Onboarding
Orientation is the first step in onboarding and NOT the entire process itself. Orientation is a short-term, introductory event that familiarizes new hires with the company’s basic policies and culture. On the other hand, onboarding is a more comprehensive process aimed at helping employees integrate into their specific roles and fully adapt to the organization.
Some may argue that this is time-consuming and not necessary. However, studies show that proper onboarding helps new hire professionals adjust to their roles easily and develop their skills. Some good practices involve introducing new hires to the team, providing a company overview, completing essential paperwork, giving a brief role-specific orientation, setting up work tools, and offering quick training on key platforms or software. This ensures new employees feel welcomed and prepared to start contributing quickly.
3. Avoiding One-Size-Fits-All Pitfalls
As aforementioned, onboarding can make or break your organization’s success, and simply having an ‘onboarding’ process is not enough. It should be tailored to the needs and role of the applicant. Not tailoring the onboarding process to specific roles can have several negative impacts on both the employee and the company.
When new hires are given generic onboarding instead of role-specific training, they often struggle with unclear responsibilities and inefficient workflows, leading to lower productivity. Without targeted guidance, employees may feel disconnected and undervalued, resulting in disengagement and reduced motivation from the start. This lack of connection can also cause higher turnover rates, as employees who don’t feel adequately supported or integrated are more likely to leave early.
In addition, without proper role-specific training, mistakes are more common, which can affect the quality of work and overall performance. Ultimately, a longer adjustment period occurs, delaying the time it takes for employees to become fully effective in their roles. A tailored onboarding ensures that employees receive the knowledge needed for their job, fostering higher engagement, productivity, and retention.
4. Neglecting Candidates
While some recruiters consider their job done when an applicant accepts a job offer, there must be continued support and guidance as they prepare themselves for their first day. Not engaging applicants, not providing prompt communication, and not offering feedback leaves candidates feeling undervalued and uncertain about their chances. These behaviors can damage the company's reputation and discourage top talent from pursuing opportunities with them. Recruitment does not end with a job offer; it’s about building connections that continue into the onboarding process.
Why Onboarding Matters
A winning onboarding process is not just a formality—it’s a pivotal step in ensuring the long-term success of both your employees and your organization. By navigating local regulations, distinguishing orientation from onboarding, and supporting engagement with candidates after the offer is accepted, companies can create a solid foundation for employee retention and productivity.
Investing the time and effort into a well-structured and personalized onboarding program fosters a sense of belonging, reduces turnover, and drives performance from day one. That's where LennorHive's Employer of Record (EOR) services come in, simplifying onboarding while ensuring full compliance with local regulations!
How We Can Support You with Your Onboarding Process
1. Avoid Compliance Risks
As an Employer of Record (EOR), we manage all compliance-related issues, including employee classification, tax obligations, and benefits administration. This prevents common mistakes like misclassification and non-compliance with mandatory benefits, which can result in fines and reputational damage. With deep knowledge of Philippine labor laws and regulations, LennorHive ensures that all onboarding practices align with local legal requirements. This includes managing contracts, ensuring proper documentation, and handling tax filings accurately to avoid legal risks.
2. Streamlined Onboarding for Efficiency
A streamlined onboarding process accelerates new hires' contributions to your team. We take the administrative burden off your plate, enabling faster hiring, smoother integration, and minimal delays in getting your employees fully operational. Whether you believe it or not, we handle everything from compliance to onboarding, so you can focus on welcoming your new team members.
3. Customized Onboarding for a Global Workforce
As mentioned, each market has unique cultural nuances, and the Philippines is no exception. At LennorHive, we do not believe that there is a ‘one size fits all’ solution. We take pride in tailoring the best recruitment and onboarding process that is aligned with local regulations, job role, company culture, and more. This personal approach helps new employees feel supported and included.
At LennorHive, we can help you build a winning onboarding program that ensures your new hires' first days, weeks, and months are engaging, efficient, and productive. This approach leads to greater long-term job satisfaction and higher employee retention. To learn more, feel free to reach out to us at bee@lennorhive.com.
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