After the HR department selects qualified individuals, Employee Onboarding for the new hire begins.
Employee onboarding comprises a few stages that assist the new hire in settling into a new job and understanding their responsibilities. On-the-job training, form completion, and introduction to work culture are all part of the procedure. Recruits may become productive and valuable team members quickly with the protocols in place.
What are the Different Stages of Onboarding?
A suitable onboarding procedure is organized and purposeful. It ensures a smooth and seamless transition of promising candidates into quality performers and workers. A dedicated HR team, an onboarding checklist, and practical tools and technology can help throughout the process.
Phase 1: Pre-Onboarding Stages
The pre-onboarding phase starts when a candidate accepts an offer. It is the time from getting their offer letter to their first formal day at the company. Documents are signed, onboard schedules are set, and relationships with new coworkers begin to form during this period.
Phase 2: Onboarding New Employees
The process through which new personnel is absorbed into the organization is called "onboarding." Activities are included that help new workers become familiar with the company's culture, structure, vision, values, and mission as they progress through the initial new-hire orientation process.
Phase 3: Initial Training
Your frontline team's new members must have a structured onboarding and first training process for them to be up and running quickly. If your team has a low turnover rate, your employees may benefit from a more extensive onboarding process.
You may require a more straightforward onboarding process if you have many seasonal or temporary employees on your frontline staff. You can also tailor your onboarding process to various teams with varying levels of initial training.
Phase 4: Transition to the Work Role
A talented person in the wrong job can harm the employee and the company's performance. Individuals enter inappropriate occupations for various reasons, including a lack of organization research, inconsistent job expectations following the hiring process, inadequate talent management systems, or mismatched workplace culture.
Therefore, ensure that you have employed the right person for excellent work.
Why Should Employers Optimize Their Onboarding Programs?
Hiring is a time-consuming and costly procedure. A suitable employee onboarding procedure can assist the employee in making a significant contribution to the firm.
Furthermore, if employees grasp the company's principles and values from the outset, they will share similar aims and improve their work quality.
Here are a few more reasons businesses should carefully plan their onboarding processes.
Onboarding Strategy Provides a Competitive Advantage
Onboarding provides new employees with the necessary information to get started.
Onboarding can help to reduce employee turnover.
Ensure workforce compliance from the start by implementing an onboarding program.
Onboarding fosters teamwork, mentoring, and leadership abilities.
Managers are held accountable through onboarding.
Onboarding helps to maintain the enrichment of organizational culture.
What Is An Employee Orientation Checklist?
An onboarding checklist is a valuable tool for ensuring that the actions required to assist the new hire seamlessly transitioning into their new work role are prepared. This checklist was created by HR and is utilized by both managers and HRs. Some companies offer this checklist to new hires ahead of time to guide individuals through their initial few days.
Notify the Director and all Interview Panel Members of the candidate's acceptance.
Email the new employee the essential guidelines, instructions, and help resources concerning their first day.
After they acknowledge your offer, send them a thank you email.
Confirm the joining date with the manager of the new team.
Set an initial start date.
Email the New Employee's Manager to introduce them.
Send out the paperwork needed to complete the joining procedures.
Notify the Admin Team that a workstation is needed.
Prepare the necessary documents and paperwork for the new hire.
Inform the IT team that you are setting up a new device and have the relevant permissions and credentials.
Email the new hire to remind them to finish the paperwork.
Remind the New Employee Manager to send a welcome message to all employees to herald the arrival of a new team member.
Onboarding Day Checklists
Inform Security and grant authorization to enter the premises
Ensure the employee arrives at your office without incident. Provide an Orientation Schedule and introduce one of the teammates who will guide them
Arrange for an office walk-through and show them the appropriate locations, such as the cafeteria, HR Bay, IT Bay, Restrooms, Nap Room, Parking space, and Play Area.
Ensure they check their workstation and say hello to their team
Provide the employee with a variety of welcome gifts such as a T-shirt, Laptop Bag, Notepad, Water bottle, Pen, and other company items with the company Logo.
Clear any concerns they have and provide them instructions for the following day.
Ensure they complete any necessary papers you assigned on their first day.
What Aspects Should Be Considered When Onboarding?
Employee onboarding, which is sometimes confused with new hire orientation, entails filling out documents and on-the-job training and socializing and cultural training so that recruits may be productive, contributing team members.
Providing all the information about the workplace,
Clear instructions for the initial work goals.
Advanced learning and training information
Relational Onboarding (with other teammates)
Learning through collaboration with experienced staff
Video education and virtual training sessions
Use of onboarding technology and software
Existing employee involvement
How Long Should the Onboarding Process Last?
HR experts agree that new hires should be given three months to adjust to their new roles. According to a study, firms can improve employee retention by extending onboarding into an employee's first year.