Why do people accept a job and then just not do onboarding?
Understanding the Disconnect: Why Do Some New Hires Delay Completing Onboarding Processes?
In the seamless world of talent acquisition, onboarding is a critical step that sets the tone for an employee’s integration and productivity within an organization. However, it’s not uncommon for employers to encounter a perplexing phenomenon: new hires accept offers yet show reluctance or delay in completing onboarding procedures. This disconnect can pose challenges and raise questions about how to streamline and motivate timely compliance.
A Personal Observation: Varied Onboarding Experiences
Recently, I observed firsthand the differing behaviors of new employees during the onboarding phase. Among three individuals who accepted job offers within a two-week span, one individual, a retiree, impressively completed onboarding and credentialing in under a week, demonstrating proactive engagement. Conversely, the other two candidates accepted their offers but have yet to log into the onboarding portal or begin completing required paperwork.
This disparity begs the question: why is it so often a challenge to encourage new hires to complete onboarding tasks? And what factors contribute to this reluctance or procrastination?
Potential Reasons Behind Delayed Onboarding Completion
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Lack of Urgency or Motivation: Some candidates may not fully grasp the importance of timely onboarding or might underestimate its impact on their employment process.
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Overwhelm or Confusion: Administrative procedures can sometimes be daunting or confusing, leading candidates to postpone or avoid initial steps.
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Timing and Competing Priorities: Candidates might be managing personal commitments or juggling multiple responsibilities, delaying their engagement.
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Communication Gaps: Insufficient or unclear communication from HR or hiring managers can lead to uncertainty about the next steps or the importance of prompt onboarding.
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Technical Barriers: Difficulties navigating onboarding platforms or technical issues can hinder progress.
Implications of Delayed Onboarding
While a minor delay might seem inconsequential, it can have ripple effects, including increased administrative workload, decreased employee engagement, or even potential attrition if the onboarding process isn’t effectively followed through. Moreover, persistent delays can generate nervousness about candidate commitment and organizational efficiency.
Encouraging Prompt Completion: Strategies for Employers
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Clear and Consistent Communication: Set expectations early and send timely reminders emphasizing the importance of completing onboarding steps promptly.
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Simplify the Process: Ensure that onboarding procedures are user-friendly, mobile-compatible, and free of unnecessary complexity.
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Personalize the Onboarding Experience: Personalized follow-ups can foster a sense of belonging and accountability.
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Offer Assistance: Be available to answer questions or resolve technical issues swiftly to facilitate progress.
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Highlight the Benefits: Reinforce how completing onboarding benefits the employee, such as quicker integration, access to resources, and starting their new role smoothly.
A Positive Update
In a recent case, two out of three new hires successfully completed their onboarding processes. The third individual has logged into the platform but has yet to complete the required forms. This progress underscores that with perseverance and targeted engagement, most delays can be overcome.
Conclusion
Understanding why some new hires hesitate or delay during onboarding is essential for enhancing recruitment and retention strategies. By fostering clear communication, providing support, and emphasizing the importance of completing onboarding promptly, organizations can ensure a smoother transition for new employees, ultimately contributing to their success and the company’s growth.