Blog #88: How to organise your pre-boarding as the start of the employee experience? - 3 examples + 4 C's

-‘He said YES’, she told me enthusiastically. -‘Are you planning to get married?’ I asked her with a smile. -‘No, I am not even seeing anyone’ she replied, ‘my final candidate said yes.’ -‘OK, that is great news. When does he start?’-‘In three months from now.’-‘Oh, that is a long time. What is your plan to keep him on board?’

-‘Ehh, I don’t know. Maybe I’ll send him an e-mail…’

Keeping a new hire engaged for three months with just an e-mail, will not be enough, I am afraid.

It is a candidate-driven job market, and that will stay like that. For a long time. At least for the next decades, I believe…

The pre-boarding phase is the beginning of the employee experience.

Yes, experience needs to mean something, the new hire needs to feel something. Feeling more than being bored by completing X times the same information in yet another request form.

58% of the companies focus their onboarding process on administration and processes, according to Sapling HR.

This means that you have an opportunity to do things differently and stand out!

This does not necessarily mean a huge effort and cost. ‘It is in the small things' like one of the attendees of my webinar gave back to me as one of her take-aways. 'The next big thing will be a lot of small things' I have heard the other day. Great summary!

What ‘small things’ can you do in the pre-boarding phase to start bonding with your new hire?

• You can assign a buddy who starts building a relation, virtually / by phone / in person, with the new hire by keeping the new hire informed about what is happening in the company, the team. Don't forget to also share some fun facts or fun pictures from the members of the team.
• You can send some business gadgets and/or a handwritten card or a small surprise (like a countdown calendar for example) to the home address of the new hire. Do include the colleagues and the manager of the team in this process, as well as the CEO of the company (People are your biggest asset, right?). You might find out some hidden talents of the team. Maybe someone can draw a cartoon? Others might suggest baking a cake? Or to fold origami? No idea is crazy enough as long as it builds a connection with the new hire. Preparing a welcome can bring the existing team together in an engaging and informal way.
• Make sure the new hire starts connecting with your company culture. Make it light, fun and informative. Reinforce the reasons why an employee has chosen for your company: keep up the promises you have made during the recruitment process. Ask the new hire for feedback about his / her candidate experience. Anticipate the needs of the new team member and check in with him/her on a regular basis.

Top tip: check that you cover the 4 C’s of onboarding:

1. Compliance (to (un)written rules)
2. Clarification (of the job, the expectations)
3. Culture (the way we do things around here)
4. Community (the colleagues, internal contact persons).

Small things like these might be big things for your new colleague.

An unforgettable start, anchored in your company culture and focused on the person of the new hire is a solid basis for a new hire to become an ambassador of your company.

This is?my?88th?blog?to inspire you, decision-maker in the hiring process, for you to attract and keep the talent you need to grow your business, now, and in the future.

Now, it is your turn.?Please answer the question below:

What little things will you do to make your new hire feel like 'I am a big deal'?

Would you like to receive weekly white space and icons directly in your inbox? Register here:?Yes, I want weekly inspiration in my inbox.

Thanks a lot for reading till the end and I am looking forward to reading your reactions.??

Sharing is caring, so if you believe?this?blog?might be beneficial for other people within your network, please feel free to share this blog with them or tag them below. I appreciate it??

Looking forward to hearing from you.

Enjoy your treasure hunt journey!

Katherina?

Co-Wings, Using Everybody's Wings to Fly!

==========================================================

About?Katherina Swings

An inspirational?connector, a multi-lingual?contributor?with international (working and living) experience, an inspirational speaker, a seasoned HR person with two decades of corporate experience, an experienced change?manager?with business savvy, a creative?writer, a certified professional?learning facilitator, a certified inclusive leadership trainer, a certified employer brander, a?multi-cultural networker, an active?listener…

My?vision?is to create a positive world by connecting people who discover each other’s strengths.

My?mission?is to support?10 000 managers worldwide to become (more) in-clusive.

==============================================================

Below????????????you will find?my?87?previous blogs??????????????Let me know your feedback after reading them!?

?