The hiring and onboarding processes are crucial to ensure employees feel welcome and included. Onboarding sets the tone for an employee’s tenure with the company, laying the foundation of their work experience. Effective hiring and onboarding practices can make employees feel seen and valued from their first job day, impacting retention, engagement and productivity. An inclusive work environment is also highly attractive to workers and may help employers gain a competitive advantage in the labor market. Research from the American Psychological Association’s 2023 Work in America survey found that 94% of employees say it’s somewhat or very important to them that their workplace is somewhere they feel they belong.
Creating Inclusive Hiring and Onboarding Practices
Some employers may focus more on preparing new hires to contribute and be productive rather than helping them settle in. Unfortunately, this can lead to exclusive hiring and onboarding practices. Employees who don’t feel welcomed or accepted by their employer may leave an organization quickly in search of a more inclusive employer. In fact, nearly 40% of U.S. employees would switch jobs to be part of a more inclusive workplace culture, according to a survey by QuestionPro Workforce and EQCommunity. As employees’ first impressions of an organization are typically formed during their first few months, it’s vital that organizations implement inclusive hiring and onboarding practices, such as the following:
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Assess job descriptions. Employers’ use of language in job descriptions can significantly impact how job candidates feel about an organization. Exclusive language can discourage talented job applicants from applying for open positions. For example, phrases like “must be a native English speaker” can discourage people who speak English as a second language from applying. Employers should evaluate their job postings for unintentionally exclusive language and rewrite them as needed.
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Emphasize diversity, equity, inclusion and belonging (DEIB) during hiring and onboarding. Job candidates and new hires want to know what their employers value. The hiring and onboarding processes are an opportunity for employers to emphasize the importance of DEIB and share how their organization strives to create a more inclusive environment. This may include providing resources on how to get involved in workplace DEIB efforts (e.g., employee resource groups).
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Prepare the team for new hires. Adding a new employee to a team will inevitably affect team dynamics. It’s crucial that every team member understands their responsibility to create an inclusive and welcoming environment. Managers can prepare their teams for new hires by establishing clear expectations and responsibilities for existing employees. Employers can also provide new hires with a mentor or advisor to ensure they don’t feel neglected or overlooked during onboarding.
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Establish inclusive self-identification policies. Employees want to feel valued and respected as their authentic selves at work. For employers, this means respecting the way employees self-identify. Employers can create an inclusive environment for new hires by asking for their preferred pronouns, encouraging employees to use their pronouns in their email signatures and educating existing employees when needed.
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Personalize the onboarding process. While certain aspects of the onboarding process may need to remain uniform (e.g.,mandatory forms and company policy), employers can help new hires feel welcome by personalizing certain aspects.Personal touches, such as introductory meetings with co-workers and managers, can help employees feel welcomed after joining an organization.
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Maintain open communication. Employers should continue to check in with recent hires after the initial orientation process. This can help relieve employee anxieties, make new hires feel welcome and provide employees with a resource for any questions or issues.
Evaluating the Hiring and Onboarding Process
A strong first impression can help employers attract and retain employees from various backgrounds, cultivating a work environment that appeals to today’s talent. This can help employers be more productive and gain a competitive advantage over similar organizations. Employers can evaluate their hiring and onboarding processes and consider the following practices:
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Enable individuals to report issues. Employers that allow applicants and employees to report accessibility issues with their website or job descriptions (e.g., providing a form or link) can quickly respond to improve the user experience. This shows potential job candidates that the organization cares about their experience and is committed to providing an inclusive experience for all users.
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Ask for employee feedback. Employee feedback is essential to create inclusive hiring and onboarding experiences.Employers can ask new hires to share their experiences through multiple channels (e.g., in-person or anonymously) to improve their understanding of the onboarding experience and how to improve for future hires.
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Evaluate critical metrics for success. Standard measures of positive hiring outcomes typically include employee performance, job satisfaction and organizational loyalty. Employers can assess critical metrics, such as retention rates and employee competency, to evaluate the success of inclusive hiring and onboarding practices. Employers may need to reevaluate and start again if inclusive measures don’t yield expected improvements.
Employers that make the extra effort to create inclusive hiring and onboarding practices may be more successful at creating diverse, productive and welcoming workplaces. This can boost attraction, improve workplace culture, strengthen employer branding, increase employee loyalty and ultimately impact an organization’s bottom line.
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