Ever wonder why some companies continue to find new hires when you are offering the same rate of pay? Those companies fortunate enough to find and hire new employees know it’s important that a new hire feels like a team member from the beginning. What was once a quick meeting with someone from Human Resources has morphed into a friendly, social experience called onboarding.
First impressions can have a lasting impact. Your company’s employee onboarding process is your chance to make a good first impression with new employees. This process should be about making the new employee feel welcomed, valued and prepared to succeed in his or her new role. A recent report by the Society for Human Resource Management showed that 1 in 25 employees leave new jobs because of bad onboarding experiences.
Onboarding is the process of integrating a new employee into your company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team. The onboarding process is important because it sets the
tone for the entire employee-employer relationship. The onboarding experience can ultimately determine if that relationship will be successful or troublesome.
For new hires, orientation is a one-time event welcoming them to your company. Onboarding is a series of events (including orientation) that helps them understand how to be successful in their day-to-day job and how their work contributes to your overall business.
What makes a good onboarding experience? Balancing information with excitement and relationship building. By carefully planning onboarding steps, companies can give new employees the information, relationships and tools they need to be comfortable and confident enough to succeed.
Building a strong onboarding process is the best way to welcome and retain new employees. Effective onboarding is all about planning ahead and thinking from your new employee’s point of view. It doesn’t begin and end on your new hire’s first day with you. It starts at the beginning of your hiring process and ends when your new employee is fully settled into his or her role.
Creating a new hire checklist allows you to prepare for the onboarding process and guide your new hire every step of the way. It should be a flexible document that evolves based on what you learn with each new hire. The goal is to moderately improve the new hire checklist. This checklist should be completely different from the one your Human Resource department or hiring manager uses to make sure all legal documents have been completed on a new hire. More on that topic next month.
The onboarding process should begin on the employee’s first day and include information about tenure with your company, which can set a positive, long-term goal for a new hire.
Your recruitment practices should leave employees with a clear sense of what your company wants in an employee as well as who you are as a company – your missions, values, culture and people. Begin the dialogue by reviewing job descriptions and interview questions to ensure clarity, accuracy and that their expectations align with yours. You may need to administer a test to verify their job knowledge and experience level. Be transparent about company policies and procedures, scheduling, remote work options and vacation or leave time. Perhaps you have a tool or equipment maintenance policy or a company vehicle policy – make sure you review these areas as well. Your company handbook should also be reviewed and include detailed information on what is expected.
Outline a typical workday, showing new hires the area in which they will be working, whether an office, warehouse or shop. Take them around and introduce them to your staff and give them a walkthrough of company work areas, including break room, restrooms, supply area, garage and parking area. Include an itinerary for the first week and a checklist of assignments and goals. Add credentials for email address, company cell phone, time sheet or communication tools or programs they’ll utilize in the course of business.
Establish and discuss key goals, escalating goals and learning points. Make sure employees have a list of regular tasks, goals, stretch goals and key performance indicators.
Discuss performance and company-wide review expectations and policies. Provide information about the growth potential for their specific positions and for the company in general. Explain the steps of your new employee training process.
During non-COVID times, consider a special event for your new hire – perhaps hosting a lunch for the crew or team, introducing them to key players within your company, or take them out to lunch with key employees. Present them with a “welcome package” containing a company mug or water bottle, logoed hat or t-shirt, company notebook, pens and other company giveaways. Think of this as an ice breaking experience and an opportunity for them to meet the team.
Consider having management or the supervisor meet with new hires on the morning of their first day and again at the end of the day to answer any questions or concerns they may have. It’s important that your new hire feels part of the team and that communications are encouraged.
Complete 1-week, 30-day, and 60-day check-ins to find out how new hires feel overall and find out if they have the specific support, resources and equipment they need to work efficiently and effectively. Collect feedback on the onboarding process, as well as their thoughts on the position. Were the positions what they were expecting? Do they feel comfortable with the team or crew they work with? Keeping the lines of communication open is essential to the company and employees’ success. At the end of a 90-day probation period, you’ll know if your new hire will have a future within your company.
For those new hires working remotely, rely on disciplined scheduling, especially if you can no longer count on interactions and relationship-building to happen by chance. Help employees understand your company culture. Share everything you can think of – past presentations, company literature and photos and videos featuring bosses and team members to assist them in knowing your team.
Establishing an employee-friendly onboarding process can set the foundation for a long-term relationship with new hires – something every employer seeks.
Next month, we’ll review which documents are required for new hires and how long employee records and documents must be kept.
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