How do you recruit and train ERG leaders and mentors for your onboarding process?

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Onboarding is a crucial process to welcome new hires and help them adjust to your company culture and expectations. One way to enhance your onboarding experience is to involve employee resource groups (ERGs) in recruiting and training new employees. ERGs are voluntary, employee-led groups that foster a diverse, inclusive, and supportive work environment. They can also provide valuable insights, feedback, and mentorship to newcomers. But how do you recruit and train ERG leaders and mentors for your onboarding process? Here are some tips to consider.

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Neha Agarwal

Community led Growth & Retention | Building ERG’s at Mahindra Logistics | HS VDP Co-Lead l Ex-Quora / BabyChakra /…
Sávio Freitas

Supervisor de Opera??es | CSM | Customer Success CRM | Professor | Resolu??o de Problemas

1 Identify your ERG goals and needs

Before you start recruiting and training ERG leaders and mentors, you need to have a clear vision of what you want your ERGs to achieve and how they can support your onboarding process. For example, do you want your ERGs to help new hires learn about your company values, policies, and benefits? Do you want them to facilitate networking, collaboration, and socialization among diverse groups of employees? Do you want them to offer guidance, advice, and feedback to new hires on their career development and performance? Having a clear purpose and direction for your ERGs will help you attract and retain motivated and committed leaders and mentors.

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Sávio Freitas

Supervisor de Opera??es | CSM | Customer Success CRM | Professor | Resolu??o de Problemas
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Recruit and train ERG leaders and mentors for the onboarding process through careful selection, providing specific training, and ongoing support to ensure a smooth and effective transition for new employees.

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Jessica Zorrilla Alba

Selección de personal de oficios. No cazamos ni retenemos talento, conseguimos que los técnicos de oficios quieran trabajar contigo para que seas competitivo y sigas creciendo. Escríbeme y escalamos juntos tu negocio
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Cualquier empresa debe cuidar formar y capacitar a todas las personas implicadas en incorporación de talento :para ello deberás de identificar perfiles con habilidades de liderazgo y empatía, promover la diversidad entre ellos y capacitarlos en habilidades de comunicación, coaching y conocimiento de la empresa. Estos líderes desempe?arán un papel fundamental en la incorporación de nuevos empleados, ofreciéndoles orientación y apoyo personalizado. Al invertir en el desarrollo de tus ERG, estarás fortaleciendo tu cultura organizacional y mejorando la experiencia de tus empleados. Jessica ?? Conecto talento & empresa

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2 Promote your ERG opportunities

Once you have defined your ERG goals and needs, you need to communicate them to your existing and potential employees. You can use various channels and methods to promote your ERG opportunities, such as your website, social media, newsletters, job postings, employee referrals, and internal events. You can also highlight the benefits and rewards of being an ERG leader or mentor, such as personal and professional growth, recognition, influence, and impact. You can also showcase the success stories and testimonials of your current ERG leaders and mentors and how they have contributed to your onboarding process.

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Neha Agarwal

Community led Growth & Retention | Building ERG’s at Mahindra Logistics | HS VDP Co-Lead l Ex-Quora / BabyChakra / Bloomberg / Standard Chartered Bank | Artpreneur
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ERG's are a great example of building community within an organisation. Like community builders carefully craft valuable and meaningful onboarding experiences for their community, an ERG can meticulously put together an onboarding process for new joiners too. Identified ERG mentors can play a pivotal role in shaping the company's culture and helping new employees feel welcome and supported from day one. They can be invaluable in helping newcomers navigate the workplace, get introduced to new colleagues, and understand the unique dynamics of the organisation. They can be a great sounding board and ears and eyes for the team's responsible for onboarding new employees thus, presenting an opportunity for them to craft relevant experiences.

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3 Select and train your ERG leaders and mentors

After you have generated interest and awareness for your ERG opportunities, you need to select and train your ERG leaders and mentors. You can use various criteria and methods to evaluate and choose your ERG leaders and mentors, such as their skills, experience, passion, diversity, availability, and compatibility. You can also involve your existing ERG leaders and mentors in the selection process to ensure a smooth transition and continuity. Once you have selected your ERG leaders and mentors, you need to provide them with adequate training and resources to prepare them for their roles and responsibilities. You can use various formats and tools to train your ERG leaders and mentors, such as workshops, webinars, manuals, checklists, and feedback sessions. You can also assign them a coach or a buddy to support them throughout their journey.

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Neha Agarwal

Community led Growth & Retention | Building ERG’s at Mahindra Logistics | HS VDP Co-Lead l Ex-Quora / BabyChakra / Bloomberg / Standard Chartered Bank | Artpreneur
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Since it's about diversity and inclusion, it can also be valuable to ensure there is a diverse representation of ERG mentors from various backgrounds, ethnicities, departments to name a few. Needless to say, such an approach reinforces and demonstrates to the new joiners, the organisation's commitment to fostering diverse perspectives and inclusivity. As they say, demonstrate by doing!

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4 Integrate your ERG leaders and mentors into your onboarding process

After you have trained your ERG leaders and mentors, you need to integrate them into your onboarding process. You can use various strategies and activities to involve your ERG leaders and mentors in your onboarding process, such as introducing them to new hires, inviting them to orientation sessions, organizing ERG-specific events, creating ERG-specific channels, matching them with new hires based on their preferences and needs, and encouraging them to follow up and check in with new hires regularly. You can also monitor and measure the impact and effectiveness of your ERG leaders and mentors on your onboarding process, such as by collecting feedback, tracking metrics, and celebrating achievements.

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5 Support and empower your ERG leaders and mentors

Finally, you need to support and empower your ERG leaders and mentors throughout their tenure. You can use various ways to support and empower your ERG leaders and mentors, such as by providing them with ongoing training and development opportunities, recognizing and rewarding their efforts and contributions, soliciting and implementing their suggestions and ideas, giving them autonomy and flexibility, and creating a culture of trust and respect. You can also foster a sense of community and belonging among your ERG leaders and mentors, such as by facilitating communication, collaboration, and networking among them, creating a shared vision and mission, and celebrating diversity and inclusion.

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Neha Agarwal

Community led Growth & Retention | Building ERG’s at Mahindra Logistics | HS VDP Co-Lead l Ex-Quora / BabyChakra / Bloomberg / Standard Chartered Bank | Artpreneur
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One of the unique value addition ERG mentors could make in the whole onboarding process apart checklists, handbooks and policies, a slide on value and culture is to make the values come alive by having the mentors share real stories and experiences. A workshop or training on how they can hone their story telling skills in a very authentic and relatable way could be a great investment to make in those mentors. Story telling skills can take people to places, literally in every field.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you recruit and train ERG leaders and mentors for your onboarding process?

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1 Identify your ERG goals and needs

2 Promote your ERG opportunities

3 Select and train your ERG leaders and mentors

4 Integrate your ERG leaders and mentors into your onboarding process

5 Support and empower your ERG leaders and mentors

6 Here’s what else to consider

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