Successfully Onboarding Process for hiring New employee
An employee’s understanding of their function and the corporate culture is greatly influenced by their first experiences at work. Whether or not an employee stays with a company will be determined by the quality of the onboarding process. According to research, 69% of workers are more likely to stick in a company for longer than three years if they had a positive onboarding experience.
Any new hire’s success is influenced by the effectiveness of the onboarding process. As a result, new hires must experience assistance and a sense of belonging. Everyone involved must plan and be committed for onboarding to be successful.
Why is the Onboarding Process important?
If you’ve ever had a poor experience starting a new job, you probably already knew this. An Onboarding process causes new hires to feel confused, apprehensive, and generally unsatisfied. When new employees feel like they belong and have a role in the company, they are more committed and engaged.
Employee performance improves, stress levels decrease, and they are better able to concentrate on achieving their initial goals when they know exactly what is expected of them. The two aforementioned factors increase job satisfaction, which raises employee retention and lowers turnover rates. This has a substantial influence on talent planning in particular because it is expensive to fill a position.
Top 10 Steps for a Successful Onboarding Process for hiring New employee
1) Describe the onboarding process in detail
Spend some time going over the weekly schedule with the new employee. Onboarding can be challenging since it all appears simple to you today, but try to recall how it was when you first joined the organization. The simple details that you now take for granted make a big difference in the employee experience.
2) Establish a program for orientation
Many employees want to understand the nature of their function and the demands they must meet when beginning a new job. Send over any documents that will be crucial and useful for them to know, including those that address the hiring procedure, the company’s work policy, and other topics.
3) Select a peer mentor
A simple method to make a new hire feel welcome and provide them with a relaxed environment to ask questions and learn about the company culture at their own pace is to designate a coworker to serve as their pleasant face and go-to resource. We advise you to think about giving new hires a peer mentor so they have someone to lean on as they adjust.
4) Proactive Supervisor
The ideal onboarding strategy must include a thorough breakdown of the employee’s role within the organization when considering the most efficient method for the employee onboarding process. Additionally, a manager must be designated to supervise and verify that the employee has finished all of the onboarding responsibilities. This employee’s “onboarding manager” is in charge of reviewing the employee’s onboarding checklist and conducting regular check-ins to monitor their progress.
5) Regular Check-Ins
Not everything happens during the first day or week of onboarding. To properly immerse recruits in the company, their coworkers, and their goals, develop a multi-week onboarding program with plenty of check-ins.
The hiring manager should arrange a routine time to check in with the new hire to provide the employee with the most support feasible. It will be very beneficial for the employee to receive feedback on the first day, at the end of the first week, and once a month for the first three months. The employee will have the chance to voice any issues during these discussions. Additionally, the manager will benefit from planning these sessions early on in the onboarding process.
6) Onboarding Evaluation
Another advantage of this stage, which relates to the regular check-ins, is the opportunity to talk about the onboarding process thus far. The employee is free to provide input on any matter. The input provided will offer a new perspective on the business’s operations, whether they are discussing a personal matter or their onboarding process thus far.
7) Providing Remote Onboarding Support
As more and more businesses turn to remote work, new remote employees face very different challenges during the onboarding process. Your company will profit greatly from properly planning and managing this new onboarding process, especially in terms of maintaining a high level of employee retention.
8) Give out the employee manual
It’s common for new employees to be confused about how to conduct themselves in daily operations. An excellent approach to assist in the early stages of onboarding is to create an employee handbook with helpful recommendations to advise the new worker about where to find resources and how to get the most out of their work.
9) Encourage personal growth
When it comes to the training of new hires, start as you mean to go on and motivate them to participate more actively in their learning and development plan right away. This establishes the mindset for how work is perceived within your organization—as a journey of personal and organizational progress.
10) Joined Cohorts
Creating a new team not only saves time and work but also encourages new employees to develop relationships with the rest of the scattered team. Due to the decreased likelihood that a new employee will experience isolation during the onboarding process, this strategy will also increase employee retention.
By creating a more fruitful onboarding process, we will be able to guarantee high levels of employee engagement. Making every effort to assist each new hire as they familiarise themselves with your business will greatly enhance performance across the board and lower the likelihood of employee attrition.
Read More Guide for Hiring Managers During the Hiring Process