Onboarding is critical for turning candidates into productive employees. Many companies speed through the onboarding process, however, viewing it as an annoying step that must be taken before new talent can start earning for the company. When done right, onboarding can add value to a new employee’s experience, strengthening loyalty and engagement.

So many companies get onboarding wrong, whether by a lack of attention to detail or a lack of awareness for how to do onboarding right. The following are a few signs that your onboarding process sucks – and how to change that.

You’re Using Orientation Videos from the 1980s

Orientation videos aren’t completely worthless, but should speak to new employees in a modern voice. Times have changed and no one is going to take a video seriously when the speakers are dressed in clothing that is obviously from another decade. Orientation videos should be short, informational, and up to date with the way your company operates now in order to be effective.

Hours Are Being Spent Filling Out Paperwork

Some paperwork is necessary to cover legal bases and make sure your employees have the proper qualifications in place. However, hours shouldn’t be wasted filling out paperwork by hand, rewriting the same basics over and over again. HR software can make it easy for you to import some information from the application stage so that your new employees only have to fill out a few electronic pages to get started.

Employees Complain About It – Or Quit

If you hear employees complaining about boring orientation videos or any other aspect of your onboarding process, listen up. Every complaint is an opportunity for you to improve your onboarding and thus the candidate and employee experience overall. Instead of complaining about a crappy onboarding process, many new employees simply quit, which is much worse in the grand scheme.

In addition to listening for gripes about onboarding, you can actively work to gauge employees’ perspectives on your onboarding. Issuing surveys and scheduling interviews with new employees to talk about their onboarding experience can help you figure out how to make onboarding even better.

There’s No Engagement Effort

The onboarding phase is your first opportunity to engage employees and help them acclimate to your company culture and expectations. If your onboarding process doesn’t include some kind of engagement effort, it’s a clear indication that your processes should be revamped. A social media board specifically for employees can be found as a feature in some HR software, which could be introduced during orientation to help with engagement.

Training Comes After Orientation

Orientation and onboarding should be the start of training, not a phase before training that is devoid of learning opportunities. It’s during orientation and onboarding that employees should learn what will be expected on a daily basis and how they can further their development and career. Teaching employees meaningful information right from the start will help you keep their attention and get them into actionable positions faster.

Viewing onboarding as a valuable tool for introducing new employees to your company can help you to maximize the effectiveness of your program.