Image Credit: Rawstory.com Whether you’re a student or employee, you’re bound to have heard of the term ‘Burnout’ at some point in your lives. In…
Best Onboarding Practices for CompaniesRECRUIT December 28, 2016
“How was your first day at work?” Every new hire must be asked similar question after they show up at work for the first time. If they answer positively with a big smile, they will be more likely to stay in the company for a long time. On the other hand, if they shrug their shoulders and sigh, chances are, they will resign soon.
First impression is highly critical, especially for new hires on their first day at work, because it will influence how they perceive the company as a whole. In order to leave good impression to the new employees, HRs should organise an onboarding program. Structured onboarding is the key to keep the right people within the company.
After the tough recruitment process to find new people suitable for the job, the next thing to do is reassuring them to stay. Investing in an onboarding strategy is important for HR leaders to support the company for creating future solid team.
With the right strategy, onboarding will be the medium to engage and strengthen new employees with company’s values. If you seek some insights on how to carry out onboarding, below are 6 best onboarding practices by companies.
Imagine being in a new place where you know none and no idea what you are going to do. You will feel confused, right? This is what every new hire (especially fresh graduates) think upon coming to work for the first time. As HR leaders, it is important to not leave them puzzled but provide some initial information about the company culture beforehand.
Things such as dress code, working hours, and job descriptions should be notified earlier so that new hires have an understanding about their jobs. On the first day, HRs should greet them and take them on a mini tour around the office, while explaining further details. Orientation is fundamental both for the company and the employee, because if new hires misunderstand some issues, it should be talked out soon and not prolonged.
Keep it simple
While you need to explain detailed information about company culture, do not spoil them too much. Let them absorb the information one by one, as they adapt with the environment. Make explanations and orientations as simple as possible such that they can follow easily. Don’t make everything seem complicated because it will scare the new hires away.
Successful onboarding is not only HRs’ job, it takes the whole team to make it come true. Involve everyone to help new hires get accustomed to their new job roles. You can assign people from different departments to give a tour so new hires can learn a lot more.
Socialize company culture
Each company owns different cultures from the others. It is important for HR professionals to socialise company culture to new employees so they can adjust themselves to meet the company’s pace. In addition, knowing company culture will help new hires to blend in faster with the team so they can contribute well. Basic information such as company values, vision, ethics, morals, and habits are among the most important things you should tell the employees.
Communicate goals and expectations
Even with job descriptions in hand, new hires will not have idea of what is expected of them from the jobs. It becomes part of HR’s job role to communicate goals and expectations to the new people on board. Tell them what the company wants and expects from them, what kind of results and how it should be carried out. Although you need to make yourself clear, take it easy on them. Don’t set expectations too high, you need to be realistic as they are still new.
Onboarding should not be a one-way communication. To improve better onboarding process in the future, ask feedback from new hires about what they are feeling and thinking about the process.
Read also: How Can HR Managers Assess Company Culture?
You might also like
HR teams risk recruiting the wrong people or developing the wrong competencies in their organisation if they don’t check and verify whether the assessments they…