It’s also a great time to keep them excited about the fun company culture they just joined and remind old employees why they love working at your organization. This is a great time for new employees to form key relationships across the organization – sometimes with other new hires. The purpose of onboarding is to set up your new employee for success and to kick off your new relationship on a positive note that will hopefully set the tone for the duration of their employment. HR folks, to better understand what’s at stake, “If a new hire doesn’t have a positive onboarding experience, they are twice as likely to search for other job opportunities and leave the company.” Let’s face it, it’s no longer taboo to leave a job that you just started. Funny enough, the most important step of the hiring process is actually employee onboarding. Why is onboarding so valuable? From simplifying the application process to making interviews as comfortable as possible, HR professionals spend endless hours trying to perfect the candidate experience however they seem to forget that the candidate experience doesn’t end after the new hire signs their offer letter. We cannot stress the importance of structure enough, this is your only opportunity to make a first impression and you need your new hires to understand how you value them and their future contributions. We suggest sprinkling in activities, break out sessions, and other forms of engagement to make sure they are digesting the necessary information. Your new hires are excited to learn and connect, however (especially if you are a remote first org) it’s very easy to feel overwhelmed and experience zoom fatigue. We also recommend a mini tech bootcamp to help new hires set up their technology.Ĭonsider how to make the information that you share as engaging as possible. Example sessions could include opportunities to meet and greet various teams or to walk through the employee handbook, internal policies, and benefits plan. Presenters and facilitators should come to their sessions prepared with interesting and relevant content to share and leave space for questions and areas of exploration. This will allow new employees to proactively prepare for the various sessions. To help aid the onboarding process and to set expectations of the experience, employers should present an onboarding deck during the first collective onboarding meeting to outline the experience and potential deliverables. The ideal process should be a structured, consistent experience across new hire classes. The onboarding process can be broken up into various phases to slowly integrate these people into the fabric of your organization. When creating an onboarding plan, It’s important to focus on how to onboard a new employee in the best way that will teach them about their role while ingraining them into the company culture. Whether it’s happening IRL or virtually, onboarding is an integral part of the new hire experience. The purpose of onboarding is to give new employees an overview of your company, mission, values, business goals, etc and to equip new hires with the tools and knowledge to help set them up for success in their new role. For some organizations, the onboarding process consists of one or two days days of activities for other organizations, this process may involve a series of activities spanning one or many months.” It includes activities that allow new employees to complete an initial new-hire orientation process. According to SHRM, “‘ Onboarding’ refers to the processes in which new hires are integrated into the organization.
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