We’re kicking off Season 2 of our Employee Onboarding Podcast with resident new hire onboarding experience experts Ashley Chain & Erin Rice discussing thought leadership in employee onboarding.

In this episode, Process Street’s Erin Rice (People Operations Coordinator) and Ashley Chain (Director of People & Operations) discuss the key components of what makes an awesome onboarding experience, as well as details and insights of Process Street’s own internal onboarding process.

Listen now (or read on) for intel on topics like:

• How to align company and departmental onboarding.
• Creating processes to wow new hires.
• Empowering new hires with actionable training material.
• What are the intangible aspects of new hire onboarding?
• How do you create a truly magical onboarding experience?

You can listen on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast platforms!

Employee onboarding best practices are the anchor to stop you from going adrift.

Surely, you’ve had that sinking feeling? The one where you’ve invested in a super new hire, but it didn’t work out. When it comes to new hires leaving early, you’re not the only fish in the sea. Gen Z spends just over two years in one job. That doesn’t seem long, leaving you with the feeling that something’s off.

What’s more worrying is that 30% of employees leave a job in the first 90 days. Maybe the answer is to be more realistic with new hires. By that, do we mean to tell them Gary in HR has a habit of misplacing paperwork, usually passports? No, there’s a better way. 

The truth is that excellent onboarding leads to 69% of employees staying with you for up to three years. Want in on some of the action? We thought so. That’s why Process Street has written this article to point you in the right direction.

These are the 5 best practices for employee onboarding:

• Onboarding tip #1: Use preboarding to get a quick start
• Onboarding tip #2: Have an onboarding roadmap
• Onboarding tip #3: Use your new hire’s insight
• Onboarding tip #4: Involve your entire organization
• Onboarding tip #5: Plan beyond the first year

You must sometimes wonder if using onboarding email templates can be fruitful? Employees ignore 65% of emails; 96% of customers have unsubscribed from email lists.

The above statistics show that an email needs to be more effective than ever. With that said, email templates can be a gamble. You already know that if you’ve been searching Google. You’ve probably seen templates with more text than a phonebook and awful grammar.

However, email templates can save time, mainly when contacting new hires. At Process Street, we’ve created ten email templates to take HR managers through pre-boarding, onboarding, and right into a 90-day meeting. We’ve also edited the living daylights out of our templates. You’ll be getting friendly but succinct emails to make a great impression.

These are the email templates to use when onboarding new hires:

1. Pre-boarding email template
2. Employee onboarding process
3. Welcome email to a new employee from HR
4. Confirming the employee’s first day of work
5. Employee onboarding requirements
6. Virtual onboarding email template
7. Onboarding announcement email
8. Employee onboarding feedback email
9. Employee onboarding survey email
10. The 90-day email

We chat with Zapier CEO Wade Foster, who shares how one of the fastest-growing remote companies in the world onboards their employees, manages Slack, organizes communication, and more.

Check out Wade Foster’s segment on The Employee Onboarding Podcast:

Available now on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast platforms!

Or if you’d prefer, here’s the Employee Onboarding Secrets segment with Wade Foster in full:

• The early days of Zapier
• What changed the trajectory of Zapier?
• How does Zapier use Zapier itself?
• How to manage a Slack HQ with 500+ employees
• Successful strategies for going remote
• Zapier’s onboarding process
• Self-serve content vs. structured lessons

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Businesses have been fighting to win the war for top talent since the Great Resignation. To do this, they’re revamping their recruiting strategies to grab the migrating workforce’s attention. 

All this repolishing to recruiting processes means nothing if companies can’t keep this top talent in their workforce. McKinsey found that the biggest problem a CEO faces is holding on to company talent after these employees have been hired. 

This isn’t the case. Poor onboarding can lead to your new hire walking out of your company as quickly as they entered – sometimes even faster. 17% of new hires leave before their first 90 days. 

Effective onboarding is needed to integrate new employees into the existing company culture, ultimately helping to retain them. 

Onboarding isn’t a new company practice. However, believing employee loyalty is guaranteed once they’ve signed their contract is only fake news. 

We’re talking all things onboarding improvements in this Process Street article to ensure you’re keeping the top talent you’re working so hard to attract to your company.  

• What’s the problem with the onboarding process? 
• What you get from improving the onboarding process 
• How to improve the employee onboarding process
• Constantly improving helps you get better onboarding results 

“Can prioritizing onboarding really help boost retention?” you may be asking yourself.

The short answer is yes, it really can.

For this episode of Process Street‘s Employee Onboarding Podcast, the team participated in an employee onboarding panel at the HR Transform conference in Las Vegas.

We had a great time hanging out with customers and discussing how important a role onboarding plays in retaining your talent long term.

The speakers were:

• Vinay Patankar – CEO and Co-founder of Process Street
• Danielle Monaghan – VP Global Talent at Uber (now Google)
• Greg Russell – Head of Talent at Snapdocs

Some key points discussed during the panel included:

• Preboarding = better retention
• Personalize onboarding as much as possible
• Transparency helps facilitate process improvement
• Good hiring & onboarding takes a village

You can listen on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast platforms!

20% of your total staff turnover happens during the first 6 weeks of employment. If you’re not onboarding well, you’re increasing costs. 

Onboarding is an intense process with a new hire needing to complete around 54 tasks. Remote onboarding comes with a unique set of challenges when compared with its in-office counterpart. 

New remote hires need the right tools, resources, and technology to integrate into a company’s culture. They also need to build a rapport with their managers and colleagues. If your HR management can’t help them achieve this, you risk losing top talent and racking up expenses to do so – upwards of $30,000 to $45,000 for each replacement. 

Creating a refined onboarding process can prevent this from happening and rather boost employee productivity and retention. In this Process Street post, we’re giving you 10 remote onboarding best practices to help you get started. 

• Let’s talk about the employee onboarding experience 
• 10 best practices to give the best remote onboarding experience 
• Taking your employee retention to the next level

Get ready to onboard! 🔔

Employees are 18 times more likely to feel committed to a company when they have a good onboarding experience. Yet, 93% of employers refuse to admit that onboarding experience affects employee retention at all.

What does that mean? 

Employers can’t accept that their onboarding plays a massive role in retaining top talent. In not accepting this, they aren’t investing enough in the onboarding process to see real benefits. 

Don’t want to fall into that staggering 93%? I’ve got you covered. 

In today’s Process Street article, I’m taking you through everything an HR manager needs to know to offer the best virtual onboarding experience: 

• An introduction to virtual employee onboarding 
• Why do HR managers need to be on top form when virtually onboarding new hires?
• Benefits of good virtual onboarding
• Best practices for onboarding in a virtual environment
• Get the most out of virtual onboarding with less effort

Let’s get crack-a-lackin’! 

In early 2022 the Process Street team attended HR Transform at the MGM Grand in Las Vegas.

We had a great time hanging out with customers and touting the benefits of process over project management.

Our CEO also got to sit on a thrilling, standing room only, panel about employee onboarding.

The panel was headed up by Kevin Grossman of Talent Board.

The attendees were:

• Vinay Patankar, CEO and Co-founder of Process Street.
• Danielle Monaghan, VP Global Talent at Uber (now Google)
• Greg Russell – Head of Talent at Snapdocs

The focus of the conversation was “prioritizing onboarding to help boost retention“.

Below we pulled out some of the most interested parts of the discussion:

• Preboarding helps retention
• The candidate decides whether to participate in preboarding
• Technology can make onboarding feel personal
• Lack of visibility into onboarding can be costly
• Ensuring retention must be an ongoing process

Smaller teams generally have lower capacity. If you have a small human resources team, you’ll know that already. You’ll also know retention is a big problem – and hits harder – when you have fewer HR employees (and less time).

This post explains how small HR teams can save time when onboarding. We’re built a bunch of custom HR templates for you to use. Learn how Process Street can make optimizing your small HR team a breeze. 

This article covers:

• The biggest challenges your small HR team faces
• How can your team effectively onboard new hires?
• Reinvent onboarding with process management software