Spanish companies have a huge pending task, which every year Money is spent and talent a waste, when it comes to welcoming new additions. lack of plans for, or poor execution enlightenment (onboarding) Newly arriving employees go through stressful situations or have feelings of abandonment and loneliness, which ultimately leads to the decision to leave. Not in vain, a study published by Harvard Business Review maintains that, in the United States, About 33% of new employees look for a new job within the first six months,
in Spain, 75% of professionals have poor memory According to a survey conducted by Headway on 1,200 managers in 2018 of their incorporation stage in their companies. A figure that took the personnel selection firm by surprise, assured its managing partner, Victor Karula. ,it’s something unimaginable, At most, we expected it to be 40%, which is already outrageous. Very similar numbers of dissent are handled by Eva Puijner, Montaner’s senior advisor and EAE Business School professor Esther Gonzalez.
“If a good incorporation process is not put in place, 80% of new incorporations can be lost, which means a lot of money. cost of replacing the person who left, in the case of an employee, may be his annual gross salary. And up to four times their salary if we talk about executives or middle managers, ”says Gonzalez. For his part, Puijner puts in 26% of his gross salary per year, until he performs 100%. Till then, how much does it cost to induct an employee.
The three experts consulted also agree that The process is often confusing enlightenment with some speeches on the first day To the joiner “You have to differentiate between the welcome plan and enlightenment, First, what is done to train the employee, above all, in the knowledge of the company and the business. It is usually of very short duration and is reactive. Unlike the enlightenmentwhat does it do Retain talent, help that employee adapt and integrate In the shortest possible time for your position and your company. It’s proactive, much more comprehensive, and the person who cares is the person,” Puijner says, before explaining that Montaner has its own onboarding process for the profiles it selects for its clients, which is the interview phase. Begins during and continues during, with individual coaching sessions between one and a half to two months after the signing of the contract.
In the opinion of the EAE Business School professor, the process of enlightenment It works so that the person who comes new Involve yourself in the company culture, feel part of the team, Integrated. “It’s a more emotional part that’s very important. If a bond doesn’t develop, if it’s your life to get through and no one cares about you in the slightest, it’s very likely that sooner you You can get out of there,” he says. For combat feelings of abandonment or loneliness, which was also mentioned by those surveyed by Headway, Gonzalez highlighted the figure of the patron. A reference person to whom the newcomer can turn to ask all the doubts that strike him. And also tell you that information about the company which is not taught in the training course. “It is better to say or not to ask, even if the custom is to go out to eat, because of the way he dresses”, he clarifies.
Victor Carrula, for his part, highlights, based on his study of the sign, Lack of involvement of owners with the newcomer, “Nearly all respondents missed a good follow-up from their superior. Human resources have the role and responsibility of setting policies and providing tools, but in the end it is the direct owner who is responsible for making that person feel good. It’s not because we’re all running, we’re not afraid of time. They think ‘he’s already hired, let him start working now’. The intention is to keep it from falling to the ground. starts running earlier,” he says. The study results inspired Headway to develop a monitoring tool for enlightenment For candidates they recruited for their clients. A platform that more and more companies are renting and already offers in six languages.
One of the main constraints that Careula considers when starting a good incorporation process is that the directors of the company think that it is something that lasts for a day, while in reality it lasts for a year. “Human resource department in all organizations is not present in the management committee, hence, their budgets are very tight. Many still, even if they change their name and want to look modern, continue to budget the majority for personnel administration, but not so much for selection, development or other policies that would help much. Some managerial profiles find it very difficult to explain that this is important.”, he assures.
“It doesn’t assume a cruel investment, it assumes over-thinking, and it makes a very important difference. If they don’t take it seriously, the reality is that the good guys leave. everything you invest in enlightenment This is a very clear return on investment“,” says Esther Gonzalez, which confirms that “more and more companies are taking this seriously.”