Effective onboarding can play a pivotal role in reducing ghosting, championing social mobility, maximising early potential, and creating a sense of belonging, explains Eli Onboarding.

In today’s competitive job market, setting future generations up for success is crucial for both organisations and new employees.

At ISE’s Student Recruitment Conference, industry experts from Police Now, BDO, Hays and Eli Onboarding discussed how effective onboarding can set early talent up for long-term success. Here are some of the key takeaways:

The importance of good onboarding

Good onboarding is more than just signing a few forms, a welcome pack and a tour of the office. It’s an opportunity to integrate new hires into the company culture, provide them with the tools and knowledge they need to succeed, and foster a sense of belonging from day one.

As noted by Sarah Wardle, Relationship Development Director at Eli, “The first few days and weeks are critical in shaping an employee’s perception of the company and their role within it.”

Reducing ghosting

Ghosting, where new recruits disappear without notice before day one, has become a significant challenge for many early career employers.

Effective onboarding can mitigate this by creating a strong initial connection between the employee and the company. When new hires feel valued and understood, they are less likely to disengage.

“One way to reduce ghosting is to ensure that new hires have a clear understanding of their role and how it fits into the bigger picture,” continued Sarah Wardle.

This involves transparent communication, setting realistic expectations, and providing continuous support. Regular check-ins during the first few months can help address any concerns and reinforce the employee’s decision to join the company.

Helen Sherwood, Early Careers Solutions Manager at Hays noted that, “It’s often about getting the parents on side – apprentices are much more likely to turn up on day one if they’ve got the support of their main carer.”

What’s more, Katryna Smyth, Head of Recruitment at Police Now commented, “Incentivising surveys to get applicants to feedback is so useful. At Police Now we look at why people are withdrawing or reneging on offers so we can then see where the gaps are and improve in the future.”

Mental health and wellbeing

Maintaining the mental health of future generations at work is crucial. Wellbeing has become increasingly important, and many employers are taking vital steps to maintain the wellbeing of their apprentices, interns and graduates at work.

Katryna went on to say, “It’s about opening eyes to what help is available within organisations. We have a National Police Wellbeing Service for officers called Oscar Kilo. New hires can use this service and learn more about the support on offer. Support like this helps to break down barriers and help new hires feel they can achieve and thrive at Police Now.”

“It’s often an incredible length of time to wait between offer and start date, so we need to help reduce the anxiety in candidates, give them reassurance and support them,” said Melissa Hopper, Early Careers Resourcing Manager at BDO.

Eli Onboarding technology can be used to track and monitor wellbeing among cohorts, which has proved influential in helping many businesses support new starters and their managers – and stop people dropping out of the onboarding process unnecessarily.

Championing social mobility

Onboarding also offers a unique opportunity to champion social mobility by levelling the playing field for all employees, regardless of their background.

This can be achieved through tailored onboarding programmes that address the diverse needs of new hires, reducing imposter syndrome and giving everyone the tools they need to succeed.

“By providing targeted support and resources, we can help individuals from underrepresented backgrounds navigate the corporate environment more effectively,” Helen Sherwood, mentioned.

This could include mentorship programmes, diversity training, relocation and travel expenses and inclusive practices that ensure everyone has an equal opportunity to succeed.

Katryna Smyth agreed that through giving wraparound care and reimbursing students for events they gave everyone a more even grounding in the role.

Maximising early potential

New hires often bring fresh perspectives and ideas to the table. Good onboarding can help harness this potential by providing opportunities for early contributions and quick wins. This not only boosts the confidence of new talent but also demonstrates the value they bring to the organisation.

Encouraging participation in projects, offering training and development programmes, and recognising early achievements are all ways to maximise the potential of emerging talent.

“When employees see that their contributions are valued from the start, and reminded why they were hired in the first place, and they’re given the tools to be successful as quickly as possible, they are more likely to remain engaged and motivated,” continued Helen Sherwood.

Building a sense of belonging

Arguably the most important aspect of onboarding, a sense of belonging is fundamental to employee satisfaction and retention.

Preboarding is the first step in building this connection. Creating a welcoming environment where new hires feel part of the team before day one can significantly impact their overall experience and commitment to the company.

This involves more than just formal onboarding activities. Informal interactions, such as team lunches, social events, and buddy systems, can help new employees build relationships and feel part of the company culture.

Melissa Hopper said, “It’s about creating a community where new hires feel comfortable and supported before they’ve even started. Just remembering something small but personal about the person before they join and acting on it can make a real difference.”

5 ways to onboard early talent for long-term success

Based on insights from the panel discussion, here are some best practices for effective onboarding:

1. Start before day one
Engage new hires before their first day with welcome emails, introductory materials, and a clear outline of what to expect in their first week. Connect them with future colleagues, buddies and peers (making those buddies accountable).

2. Customise the experience
Tailor the onboarding process to meet the specific needs of each new hire considering their background, role, and department to enhance inclusivity.

3. Foster connections
Facilitate interactions between new hires and their colleagues through team-building activities and social events.

4. Provide continuous support
Ensure that support doesn’t end after the first week. Regular check-ins and ongoing training opportunities are essential for sustained success.

5. Encourage feedback
Create a feedback loop where new hires can share their onboarding experiences and suggest improvements. This not only helps refine the process but also shows that the company values their input.

Setting future generations up for success requires a strategic and thoughtful approach to onboarding.

By reducing ghosting, championing social mobility and wellbeing, maximising early potential, and building a sense of belonging, companies can create a positive and productive environment for new hires.

As our panellists emphasised, investing in a robust onboarding process, as well as an engaging onboarding technology like Eli, is not just beneficial for employees but also for the long-term success of the organisation.

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