Simplify The On Boarding Process

Getting a new job is undoubtedly a great thing, but those first few days in a new environment can be a bit daunting. If not done correctly, even the most proficient of workers will stick out like a sore thumb. Sure, on boarding is a process most firms are imbibing these days, but there’s the question of how many are getting it right.

It would help if you had the right tools and processes to ensure that your new hires can easily take on company culture and dive in without any hitches. At Markpointe, we collaborate with only the best HR experts to devise means and methods to make for a more streamlined onboarding process. Based on that, here is what you need to know.

1. Sending Out The Offer Letter

This may not seem apparent right off the boat, but the onboarding process starts once recruitment is done. Once you know the direction you are going, it’s time to start putting things in place. The first thing on the list is to send out a welcome email alongside other vital information and documents.

This should include an offer letter and other information about the organization. Also, any forms that need to be filled should be tackled, so they are not bombarded with paperwork on the first day. Altogether, this is the first point where you can make the new hire feel welcome. It also gives them a sense of how your organization works and what it stands for.

2. Prepare for Them

Some things need to be put in place before you fully integrate them into the work environment. It’s always a good idea to inform their supervisors of the resumption date ahead of time. Also, please encourage them to take out some time to chat with the new hires. They should get a sort of one-on-one with supervisors who will further acquaint them with coworkers.

It is equally essential to liaise with other departments the new hire will be working with. It’s good for them to have an idea of the lay of the land beforehand. They may not get it all on the first day, but it’s a vital step if you want to get them acquainted speedily.

3. Conduct an Engaging and Thorough Orientation

Orientation is a vital stage and ensures that your new hires get a sense of what the organization is all about. It is at this stage that they understand what is expected of them by the organization’s goals. Company policies and processes can be shared while you collaborate with them to set attainable goals for the next month or quarter. They need to know right off the bat what will be required of them.

It is also at this stage that any training should be administered, not only does it arm them with information going in. It equally allows you to get a sense of their skill level and proficiency.

4. Answer Questions

No one, even the most experienced people in their fields, goes into a new job and knows the lay of the land instantly. There has to be some learning curve. For the most part, this learning curve speeds up if you encourage the new hires to ask questions. No matter how informative your orientation session is, there is no way to retain all that knowledge.

So, on the resumption date and after, foster an environment where they can ask questions. It’s better to be bombarded with seemingly ‘stupid questions’ than to fix significant errors down the line.

5. Have an Accessible Point for Knowledge

As much as you want to keep an open-door policy and answer questions as much as possible, you cannot hold their hand every step. There will be days where some of those questions will come off as plain annoying. Even more, there will be days when supervisors will be inaccessible. It’s essential to plan for these case scenarios.

Rather than setting supervisors and colleagues up for an awkward situation, provide a database of some sort with relevant information. Instead of hinging their productivity on your availability, make it a point of duty to give some databases for reference purposes.

Contact MarkPointe today to get help in finding tailored workforce solutions.

6. Value Their Feedback

The only way to know if you are on the right path is to be open to criticism and feedback. At some point, your new hire will be fully integrated into the organization, that’s inevitable. Once that happens, gather some feedback from them. What made them feel included or excluded during the onboarding process? Could something have been done to make the process a bit more welcoming and useful? It is questions like this that will help you streamline the process for future hires. It’s all a process, and the primary thing to do is continually be open to learning.

The best time to do this is when you measure their deliverables. It’s almost poetic to think that while you evaluate them, they will equally be evaluating you. Altogether, it would greatly benefit your organization if you have a little insight into what you now ‘not so new hires’ wish they had been told on their first day on the job.

Final Thoughts

It is important to note that the employee onboarding process plays a big part in setting the tone. This is applicable both on the part of the employer and employee. Based on that alone, it is not a process to be taken for granted. A lot of thought has to be put into this because it’s just as important as every other aspect of the job. So, take these steps and run with them the next time you complete a recruitment process. The difference will undoubtedly be transparent in terms of results.

Contact MarkPointe today to get help in finding tailored workforce solutions.