How to guarantee a good onboarding for a new hire (as an employer)

So, after investing all that energy and time into the hiring process, you eventually managed to find the best talent for the job. Congrats on the new, important hire!

Don't stop here though, that WASN'T the most important part of the hiring process.

Next comes a robust onboarding process that will help the new employee feel part of the team and set the foundation for a prosperous and long-lasting collaboration. That way, you can ensure employee retention and all the costly nightmares that come along with that. Below are some ideas to ensure an excellent onboarding experience for your new talents.

Effective Onboarding Tips

Before Day 1

One of the most time-consuming and somewhat stressful parts of being the new kid on the block is the paperwork that needs to be completed. A handy way to avoid this nuisance is to send any paperwork in advance before the new member comes to work. Also, try to include the new employee in communications so that they familiarise themselves with what is going on in the workplace prior Day 1.

Focusing on nurturing a sense of belonging and community before you start working with the newly-hired employee is essential to motivating them to help the organisation succeed. 

Seamless Incorporation of New Members

Announce the new hire to the rest of the team members (and even the entire organisation) or send out an email with a little information about who the new talent is, what their role will be, and the reason they were hired. It is a great way to help the existing employees figure out effective ways to connect with the new team member. You may also throw a lunchtime gathering to bring everybody together.

In general, putting processes in place to help new hires get on board with office practices and the organisation’s culture will allow them to gradually take on their role the best possible way.

So, instead of asking them to either sink or swim, consider setting up procedures where specific peer mentors are assigned to the new employees, send out introductory emails to the organisation, answer questions (even the smallest of things like “How does the photocopy machine work?”), and train the new team member get the hang of things fast and easy.

Introduce Stakeholders

Studies show that 33% of new hires know whether they will keep their new role or leave the organisation within the first week!

So, it is crucial that you try to help them understand who reports to whom and how things get done in the company the soonest (and as seamlessly as) possible. Define both the critical stakeholders (the formal hierarchies) and the informal network, along with the go-to individuals should something comes up. And, don’t forget to explain the team and corporate etiquette (i.e. decision-making procedures) no matter how experienced the new talent may be.

Ensure Work Fun Time

Employees appreciate companies that include some fun in their corporate values. Let the new hire know how they can also have fun in the workplace, as well as entertaining, out-of-work activities you may have in place (i.e. SAS employees can savour some laps in the company pool).

Finally, do share some context of those pesky acronyms that employees use (every organisation has its own jargon) so that the new member can claim their own share of laughter and not feel that the in-jokes are directed at them.

Bottom line? It is worth spending time trying to provide your new hire with the information required to work with (and for) you successfully. It will help them excel in the new role and quickly become an integral part of the mechanism that keeps everything going smoothly in your company.

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TO YOUR SUCCESS!