Recruiting a new employee is much more expensive than retaining him or her. According to Workeo’s figures, a missed onboarding process would cost the company around €7,000, if you add direct and indirect costs, time spent on training, and so on.
The integration or HR onboarding is therefore an increasingly crucial step for companies. The challenge is to quickly retain the new employee, all the more so as the statistics are worrying: on average, 1 employee out of 5 leaves the company during the first year (source: Cadremploi).
So when should HR onboarding be implemented? It is important to know that the integration phase begins well before the first days of work. At the end of the series of interviews and as soon as the work contract has been accepted, the company and the employee start building their relationship: sending information, invitations to events, etc. The HR department takes care of the administrative formalities, while the manager provides information on the operational aspect of taking up the position. All this takes time and energy, and sets the tone for future collaboration.
Implementing an HR onboarding tool means relieving the operational staff and giving the future employee the resources to feel as comfortable as possible in his first steps in the company.