What are the main issues behind onboarding and offboarding within the HR function?

[vc_row][vc_column column_width_percent="100" gutter_size="3" back_color="color-717908" overlay_alpha="50" radius="sm" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" sticky="yes" width="3/12" uncode_shortcode_id="128332" back_color_type="uncode-palette"][vc_custom_heading heading_semantic="p" text_size="fontsize-180572" text_weight="500" text_height="fontheight-179065" uncode_shortcode_id="144648"]Summary :1. Clearly defining the key stages of onboarding and offboarding2. Optimize the employee experience to build loyalty3. Find a model that facilitates process efficiency4. In a nutshell[/vc_custom_heading][/vc_column][vc_column column_width_use_pixel="yes" gutter_size="3" overlay_alpha="50" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" width="8/12" column_width_pixel="800" uncode_shortcode_id="618477"][vc_empty_space empty_h="2"][vc_column_text uncode_shortcode_id="181495"]A company can benefit in many ways from fine-tuning and optimizing its onboarding and offboarding processes. Among other things, this can help improve the company's brand image, strengthen team cohesion and, above all, guarantee the success of future recruitments. However, to take full advantage of these benefits, HR teams need to face up to a number of crucial challenges, stemming from the need to make the management of arrivals and departures more efficient and strategic for the company, as well as more comprehensive for employees.To help you better understand the best practices surrounding these two concepts, we present the challenges of onboarding and offboarding for human resources professionals.

Clearly defining the key stages of onboarding and offboarding

It is very important for a company to improve its brand image with the talent it wishes to attract, to build more effective teamsand, above all, to keep up with the competition.This can be achieved through on-boarding and off-boarding management, but for this to happen, human resources players need to know the key stages of the on-boarding and off-boarding process. This will enable them to make adjustments. These adjustments must take into account not only the company's objectives (performance, quality of working life, etc.) and the specific features of its field of activity, but also the characteristics of the talent it is seeking.In general, the key stages of onboarding and offboarding are as follows:

• Pre-boarding: reinforces candidates' sense of belonging even before they arrive;
• Induction coaching: helps employees overcome stress and feel at ease;
• Training: guarantees the recruit's performance and helps him adapt to the realities of the company;
• Mentoring: creating long-term socialization ;
• Regular exchanges with the employee: to get feedback (very important for onboarding and offboarding);
• Retroplanning by HR in the event of an employee's departure: helps prepare for the departure;
• Recruiting a replacement: to ensure continuity ;
• Handover: for transition and improved cohesion ;
• Logistics: consisting of equipment recovery, access recovery, etc.
• The exit interview: consists of a formal, structured exchange between the employee and the employer;
• The farewell party: team reunion or farewell party;
• Maintaining good relations with the contact, even after departure.

These onboarding and offboarding steps can be adjusted as needed. A company can also add steps, or develop certain steps further, in order to better engage and retain employees and attract new talent.

Optimizing the employee experience to build loyalty

Companies tend to focus on managing arrivals and neglect departures. However, one thing both processes have in common is their impact on the employee's experience and relationship with the company. Onboarding refers to the process of integrating new employees. It is an extension of recruitment. It begins as soon as the employment contract is signed, and continues until the new employee takes up his or her new position. Offboarding covers all the steps involved in the departure of an employee. Its aim is to manage and facilitate the end of an employee's contract following dismissal, resignation, contractual termination, retirement or the end of a temporary contract. The key issue in onboarding and offboarding is the ability of human resources to fine-tune their strategy so as to stimulate the engagement of new recruits (but also outgoing employees) and retain them.HR teams need to think first and foremost about providing the best possible experience for employees, in order to improve their quality of life at work on the one hand, but above all to increase their commitment to the company so that they become loyal employees, even after they've left.There are a number of strategies and tools available to improve the onboarding and offboarding experience. For example, with software designed to analyze the team for affinityIf you're looking for an affinity, you can determine how to optimize the new recruit's integration into the team.This approach improves cohesion and employee loyalty. Employees get used to the work environment and their colleagues more easily. They develop a greater commitment to the company and perform better. What's more, if you add to the above a well-organized departure management process, including fair compensation for example, you can be sure that the ex-employee will become your greatest ambassador to future talent.In this article, you will find QWL in HR: 5 key points to rememberIn this article, you'll find some interesting ideas for improving the quality of life at work you offer your company's employees.

Find a model that facilitates process efficiency

If you want to optimize the process from onboarding to offboarding, it's very important not to distort the base. This means choosing a profile at the very start of the onboarding project that will facilitate the rest of the process. To do this, you need to focus on a few things.

The employee's personality

An inquisitive person will tend to fit in better with a company, and look for their own way to understand the expectations of their colleagues. In any case, it is more advantageous for the company to hire a proactive, competent candidate with good experience in the field. As simple and innocuous as these criteria may seem, they are very important for both onboarding and offboarding. For example, the company can dispense with the coaching and mentoring stage if the employee has already held certain strategic positions in the past. Open-mindedness, agreeableness, extroversion and moral conscience may also be of interest. These character traits could be an asset when it comes to the employee's departure, especially if the circumstances are not very opportune.

Employee behavior

Just like personality, the candidate's behavior is also very important for onboarding and offboarding. It's a good idea to welcome a new employee who is at least a little sociable, and who enjoys acquiring both professional and personal knowledge. From the outset, he or she should show an interest in finding out more about the position, the company, colleagues, the employee's life and so on. There are also short tests to determine whether the candidate is interested in the group's values. Obviously, in addition to these two areas, HR needs to look at concrete strategies to optimize their projects. So, if you're wondering how to improve employee satisfaction, productivity and commitment, while avoiding staff turnover, you've come to the right place, discover AssessFirst's most effective solutions from AssessFirst.

In a nutshell

Onboarding and offboarding have a number of challenges that need to be addressed in order to improve the quality of life of employees and thereby raise the company's profile among future talent.These issues apply to all types of employee, from managers to technicians. Your onboarding and offboarding policies will be more effective as a result. [/vc_column_text][vc_row_inner row_inner_height_percent="0" overlay_alpha="50" gutter_size="3" shift_y="0" z_index="0" limit_content=""][vc_column_inner width="1/1"][vc_button button_color="accent" radius="btn-circle" outline="yes" border_width="0" display="inline" css_animation="zoom-in" animation_speed="800" link="url:https%3A%2F%2Fwww.assessfirst.com%2Fen%2Fbook-a-demo%2F|title:Book%20a%20guided%20tour%20of%20AssessFirst|target:%20_blank|"]Book a product tour[/vc_button][vc_button button_color="accent" radius="btn-circle" border_width="0" display="inline" css_animation="zoom-in" link="url:https%3A%2F%2Fapp.assessfirst.com%2Fregister%2Fstart%3Futm_source%3Dwebsite%26utm_medium%3Dblog%26utm_content%3Donboarding-offboarding-hr-issues|title:Try%20out%20AssessFirst%20for%20free%20for%2014%20days|" button_color_type="uncode-palette" uncode_shortcode_id="122043"]Try it for free for 14 days.[/vc_button][/vc_column_inner][/vc_row_inner][/vc_column][vc_column width="1/12"][/vc_column][/vc_row][vc_row][vc_column column_width_use_pixel="yes" gutter_size="3" overlay_alpha="50" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" width="1/1" column_width_pixel="1200"][vc_empty_space empty_h="2"][uncode_index el_id="index-983816" loop="size:3|order_by:date|post_type:post|taxonomy_count:10" auto_query="yes" auto_query_type="related" screen_lg="1000" screen_md="600" screen_sm="480" gutter_size="3" post_items="media|featured|onpost|original,title,author|sm_size|hide_qualification" single_overlay_opacity="50" single_padding="2" single_title_dimension="h5" single_title_height="fontheight-179065"][/vc_column][/vc_row]