Onboarding Essay

In today’s business world with regard to scarce talent the finding and selecting of an employee who fits into the organization can be challenging. Hence, after recruiting the appropriate person, a company needs to focus on the retention of this talent. Accordingly, an efficient incorporation process of the new employee is major, but still many employers neglect this practice (Lombardi, 2011, p. 6). “Jumping in at the deep end” or “Learning by doing” are phrases that new staff often hears from their employers. As a consequence of this missing introduction, a lot of employees think about quitting their jobs already on the first day of work. Moreover, statistics have shown that due to poor initial experience 33.3% of employees search for a new

13). Nevertheless, existing literature talking about onboarding refers not only to managers but as well on every new hired employee in a company. Therefore, the organization should keep in mind that there does not exist a one best practice that fits for every employee. Consequently, the onboarding differs among employees depending on their career level, task type and cultural impact (iCIMS, 2016).

2.1.1 The Onboarding Process

Generally, the process starts right after the acceptance of a job candidate for a position in a company and finishes when the new employee has acquired all the skills and knowledge, which are crucial to complete work effectively (Chaneski, 2015, p. 40). Hence, the company should already build a basis in the employee selection process to achieve a smooth integration. Two examples for creating such a foundation between the employer and the new employee are

• the clarification of expectations on the new employee and the conveying of a realistic image about working conditions (Stibitz, 2015, p. 3).

• the identification of the candidate’s prospects concerning the new job and the employer’s attempt to measure them up (Aygen, 2015, p.