BBVA bolsters its onboarding program to build employee engagement

In today’s competitive labor market, talent retention has become a top priority for companies, especially large corporations that rely heavily on their human capital to maintain their competitive edge. A well-structured onboarding program is a great tool and has proven its worth in achieving this objective.

“Starting out in a new job can be the gateway to success or failure. Changing jobs means taking a risk and having to live, at least for a while, with uncertainty and trepidation,” explains María José Tapia, head of Candidate Experience at BBVA. Onboarding is an essential step in ensuring that new employees feel welcome, understand the company’s culture and integrate effectively into their new roles.

No matter how many years of experience they have elsewhere, a person joining a new company will inevitably feel lost; they know nothing and no one at the outset. “That’s why it’s not enough to carry out an orderly and well-executed sequence of steps in a rational way; onboarding must leave an indelible mark in the emotional memory of the person who experiences it,” explains Tapia.

A good onboarding program raises the engagement of new employees by 82 percent, according to the Sapling HR 2021 report, and is effective at retaining talent within the organization (58 percent of people who have had a good onboarding program stay with the company for at least three years, according to Forbes). BBVA is acutely aware of this and in the last year has sought to strengthen its program for new hires with innovations that are already bringing benefits for employees and for the organization itself.

The impact of onboarding on productivity

“The overriding aim of our onboarding program is to provide new hires with everything they need to work effectively, including IT equipment, cell phones and all the training they need for the position,” explains the expert. “The second objective is to show them our strategy and how we work, while teaching them our culture, purpose, values and behaviors. Last but not least, we make each new employee feel part of the team from day one,” she adds.

The bank has implemented this program for new hires in all the countries where it operates, with excellent results:

“New recruits have been scoring the process 83 out of 100 and hold a particularly  positive view of the support and information they receive throughout the process,” she proclaims.

Aside from helping them feel at home with their new team and organization, a well-designed onboarding process is not only emotionally positive, but also has a direct impact on people’s learning curve. “The time it takes from when the person joins the company until they become 100% productive comes at a high cost for companies. Being able to reduce that time, while generating a positive experience for our candidates, is invaluable,” Tapia remarks. When new employees have a clear understanding of their roles and expectations right from the get-go, they can begin contributing effectively much sooner. These programs are also helping in reducing the anxiety and uncertainty that often accompany new employees, thus improving their experience and job satisfaction right from the start.

Keys to the onboarding program at BBVA

In an environment where every employee matters, an effective onboarding program can make a real difference between organizational success and stagnation:

• Onboarding starts before the employee sets foot in the company. The candidate begins to build their image of the company and their expectations during the interview stage, and based also on what they see on social media or what their circle of friends and family have to say. The bank runs selection processes in which it pays close attention to labor inclusion as early as when drawing up the job offer.
• A unique opportunity to make a good first impression. The recruiter must make sure that everything is in place before the employee’s first day. It is important to generate expectation and genuine excitement before that day arrives. People should feel wanted and needed. “On the recruit’s first day, we will be at the door to welcome them and accompany them to their new job position, show them around the facilities and introduce them to the team,” explains Tapia.
• Where do I sit? A good onboarding process should also cover the more operational, administrative and logistical side of things. The recruiter must plan the agenda for the first few days, order the necessary work equipment and credentials, manage any team events and deliver the welcome pack.
• My new best buddy. A new feature of the BBVA program is the role of ‘buddy’, who helps the new recruit during their first few weeks. “It has happened to all of us when we arrive at a new place and we don’t dare to ask certain things because of what we think people will say, or perhaps because we think they are dumb questions.” And that’s precisely what our buddy is for. Knowing the usual times for lunch, where the restrooms are located or if there is a dress code are just some of the typical questions our buddy can answer. “It’s one of the things most highly valued by employees since we implemented this onboarding program,” remarks Tapia.

Onboarding programs are an essential tool in retaining talent, especially at large companies. Not only do they help new employees adapt quickly and be productive, they also foster a sense of belonging and engagement within the organization. In a labor market where competition for talent is fierce, investing in an effective onboarding program is not only a best practice, but a strategic necessity.