5 Simple Steps for Successful Employee Onboarding
When you find the right candidate for a job you want to make sure they’re going to stay...
Whether you were lucky enough to find someone quickly or you’ve had a lengthier search, the recruitment process will have had a cost implication for your business, and ensuring that you retain this talented individual requires more than a few signatures on a contract.
Onboarding is essentially the modern buzzword for the induction process. It starts as early as the recruitment stage and should last for anything up to a year – after all, joining a new company and settling into the job can involve a large learning curve. The benefits of a good onboarding process are many:
- your new recruit is less likely to leave in the first few weeks (so avoiding more time/money spent on recruitment)
- greater employee engagement
- improved productivity
- positive impact on your company’s bottom line.
Here are our 5 top tips for how you can successfully integrate your new employee into your business:
1. Prior to starting
Get all the paperwork sorted quickly, it will give your employee confidence that things are happening and that they really do have a job to go to. If there are opportunities to build relationships before they start, invite the person along to social events where they can meet colleagues in a relaxed environment. At the very least, you should make sure that team members and any other key stakeholders are aware that there is to be a new starter and what their role is to be in the onboarding process.
2. Day one
A clean and tidy desk, a computer that works, a set of business cards all give a positive first impression and will make your new employee feel welcome and expected. Don’t just leave them floundering at their desk, wondering what to do next. Talk through the job role and discuss the onboarding process you’ve set up. Introduce them to all the key people they need to know and, if possible, assign someone to act as a buddy to help them through their first few weeks and answer questions as they arise.
3. The first few weeks
It would be wrong to throw them in at the deep end and expect your new employee to perform brilliantly. Equally, you don’t want to leave them with nothing whatsoever to do and risk boredom or second thoughts. Give them a mix of short- and long-term tasks – quick wins will make them feel useful and productive, having a longer-term objective will provide motivation and greater engagement. Hold regular meetings to monitor progress and satisfaction.
4. Three months
Generally the accepted probationary period, this is the time to hold a review and assess how your employee is getting on. By now they should be up to speed with the job and it’s useful to reiterate their role and responsibilities.
5. Between 3-12 months
During this time you should find opportunities to discuss any training or development needs, as well as checking that they’ve adapted well to your company culture.
We mentioned that onboarding starts as early as the recruitment process. At On Target, this is something that we take very seriously. We work closely and proactively with our clients and candidates – taking the time to understand the needs of clients and their company culture, and getting to know our candidates, their personality, skills and knowledge. The more we know about our clients and candidates, the greater the likelihood is that we will find a perfect match. We also spend time preparing candidates at the interview stage so that they have a good understanding of the job and the company. Combined with our knowledge and expertise within your business sector, it’s all part of adding value to the recruitment process.
Why not find out more about how we can work with you as your preferred recruitment partner. Call us on 020 8397 4114 or email email@example.com.
You might also be interested in...More resources
Submit your Vacancy
Your ideal candidate may be no more than an hour away!
Seeking a senior executive or Board level appointment? Find out more about our service.
- Candidate Fit - what are the 10 most important factors?
- Job Interviews & Psychometric Assessments: How to Hire the Best Sales People
- Counter offer or not to counter offer when a key member of your team resigns?
- Five ways to reduce the time it takes to hire
- The nightmare of shortlisting candidates
- How to select a preferred recruitment supplier
- The 8 mistakes to avoid when hiring
- How to choose the right recruitment agency partner
- Are you recruiting? How to get the best out of a recruitment agency
- Preparing a job description
- How to prepare and conduct a job interview
- Job interview techniques: which should I use?
- Making a job offer