Here’s a startling fact to consider: 22 percent of employee turnover happens within the first 45 days of employment. Yes, you read that correctly. According to research from the Wynhurst Group, nearly 1 in 4 employees leaves a job within the first two months of working there. It isn’t necessary to remind management that these early departures occur after potentially thousands of dollars have been spent on searching for, interviewing and training these new employees. This is, needless to say, a frustrating situation. But the responsibility doesn’t rest on the shoulders of employees alone.

Many organizations still make the mistake of assuming, if not outright expecting, workers to get up to speed in their new workplace within a couple of weeks. Training, responsibilities and achievement goals are made to fit that very brief timeframe. This is flawed thinking. The onboarding process requires more than just one or two weeks. It requires an investment of both time and resources.

After all, finding great talent is hard. It’s not like outstanding employees are walking through the door every day, a smile on their face and all necessary knowledge already built-in. So when real talent shows up, it’s important to have a truly effective onboarding program in place to receive them. If you don’t, you’re in for some real trouble down the road.

Given the incredible importance of onboarding, it seems especially problematic just how little energy is put into it by most businesses. When roughly one-third of U.S. workers have quit a job after less than six months (according to research cited by HR Morning), you’d think more employers would get the message. But sadly, the time and resources invested in recruiting – in creating and promoting job listings, reaching out to prospective hires, conducting interviews – still vastly outweigh those put into onboarding.

Yet onboarding is perhaps the most crucial part of ensuring an employee engages with their company. Organizations that don’t take serious steps to improve their programs are setting themselves up to fail. They will see talent depart for greener, more inviting pastures. To make sure that doesn’t happen, they need to invest in the latest, most effective onboarding methods. Chief among them is video.

Video is crucial to good onboarding

How can a company bring aboard new talent with a sense of fit, loyalty and satisfaction? Enterprise video. Video hosted by an enterprise content delivery network is what today’s employees demand. It is fast, seamless, immediate and personable. It also addresses one of the biggest, most stubborn problems with traditional onboarding – paperwork.

HR Morning reported that 80 percent of human resource professionals said that the vast majority of new hire paperwork is done in person, with a stack of papers and a company pen, just as it has been for decades. This has got to change. By bringing onboarding into the 21st century with paperless filing, employers not only make it easier, but also more effective as workers are able to complete everything on their first day. Video can help.

Rather than force new hires to read dense, wordy packets on practices, procedures or any of the other arcane (and often dull) pillars of onboarding, employers can direct them toward streaming videos which explain everything in an accessible – and possibly even fun – way. Video can bring some much-needed levity to the process, allowing new hires to understand organizational culture in a way that paperwork could never convey. That’s particularly true when executives get involved.

The importance of executive sponsorship/involvement

New employees want to have their supervisors or managers supporting their development. According to HR Morning, an overwhelming 89 percent of workers said having a boss involved at the early stages was important to them. Video lets this happen in a way that works best for everybody.

Executives don’t have to seriously alter their schedules to go out and reach new hires. Rather, broadcast video lets them put a human face to the onboarding process. Executives can introduce themselves directly to fresh talent, bringing a personal touch to a program that often feels stiflingly inhumane.

A great onboarding program lasts well beyond the first two weeks of a new employee’s tenure. It covers between 60 and 90 days, with touch points after the initial session. Once again, video proves effective. Management can continue to play a part, but so too can co-workers. Put employees in touch with more experienced workers. Have them discuss the job and any concerns via video. Giving new employees this kind of close support is invaluable. Not only will they be more loyal to the organization, but they’ll be happier and more productive.