Tips for creating a great candidate on-boarding experience (including remotely)

In my 21 years of experience as a Recruiter I have seen candidates experience a real range of on-boarding experiences both good and bad.

In theory a lot of the hard work has been done prior to on-boarding a candidate. In order for a candidate to have accepted an offer they will already like and buy into the company’s ethos, its values and the opportunity for career progression. However, a good experience can be made great with the right thought process.

So here are my tips to help shape a successful on-boarding experience which include addressing the need for doing his remotely:

Do

• Ensure regular contact with your hire from both an HR and Hiring Manager perspective (this can include keeping them up-to-date with company events, news, new team members, acquisitions, etc)
• Provide advance guidance on appropriate dress, working hours, essential team meetings to attend and advice on car parking or free bus shuttles offered
• That necessary equipment is actually provided to them before they start work. A goodie bag of company branded merchandise in addition to a laptop, a mobile and a lanyard security fob always goes down very well
• Ensure their first day and first week is mapped out and diarised in terms of 1:1’s with their Manager, their co-team workers, their HR representative and other key stakeholders across the business.
• A tour of the working site is great as it maps out what can often be differing needs (accessible toilets, the gym, the coffee shops & canteens, labelled meeting rooms, IT support, etc)
• A guide to the company intranet, again very important - how do they book a medical appointment, a meeting room or how do they view and access their own personal benefits package

Remote On-Boarding

To reflect our current situation, the coronavirus pandemic has significantly altered the on-boarding process. This does affect how the on-boarding can be applied but there is room for creativity:

• Regular contact before the start date is still key and there are multiple mediums for this
• Creation of virtual office tours are now becoming commonplace as are discussions with existing employees to gain their thoughts on working at the company
• Equipment can still be issued but aligning this with an IT Support scheduled appointment to walk through remote log-on’s, system usage, use of intranet, etc is key
• The provision of office equipment should also be thought through. Many people are having to work from dining room/kitchen tables and using an occasional chair. What an impact an employer could have on a new starter if they furnished them with a proper office chair that overcame potential body posture issues and resulting pains ? On a smaller scale, a laptop stand to allow the correct eye level to screen or a simple wrist typing support bar to avoid repetitive strain injuries.
• Running daily or weekly team meetings and additional 1:1 sessions with relevant Managers, fellow team members and business stakeholders should be diarised as repeated events to ensure inclusivity and an ability to build key working relationships early. Many people are having to work in isolated environments currently and feeling needed is an empowering driver.
• Fun things such as coffee chats and drinks after work are being run by a number of Managers and firms and again it adds a different dynamic to someone’s current average day
• Addressing the process of returning to work when a level of normality returns with the aid of widespread vaccinations. Issuing a questionnaire to capture any concerns a starter has over their own personal medical health or their use of public transport systems. How easy is it going to be for them to return to work ? What is the blended approach on home vs office working that can be offered ?

I hope this is of use. The performance of a company can only be determined by the quality of their people. Invest in them from the outset and they will invest in you.