The whole process of recruitment is lengthy and comprises at least several stages such as: the recruitment itself, formalities and onboarding. Each of the stages is important but the last one, the onboarding, tends to be neglected by the employers. In the article you may find out why the onboarding is so important and how to make the whole process effective.
Effective onboarding – table of contents:
- The new employee in the company
- Onboarding of the new employee plan
- Careful planning
- Approachability of the superior
- Relationships with co-workers
- Provide broader perspective
The new employee in the company
As soon as the recruitment process is finished and you have made your decision regarding your chosen candidate there is a time to think about onboarding. Much depends on those first impressions from the new workplace so it should not be neglected.
The very first day of work influences not only the overall approach to work but motivation as well. It is worth to be ready to meet up the new person in suitable way.
The new job is usually related to the next step in employee’s career, hence there is certain dose of excitement on his side to be expected. But there is stress as well. In the situation when nobody notices the newcomer, the working site is not ready, and the supervisor doesn’t know about the duties of the new employee, the adjustment to new work may be hampered.
Additionally, any lack of goodwill and lack of helpfulness exhibited by the new coworkers impacts negatively the effectiveness of the onboarding process. In this situation, it is hard to expect that the new employee will show his eagerness to the new tasks and duties.
Onboarding of the new employee plan
It is worth to plan the first day of the new employee ahead. It should be pleasant and non problematic. The employee should see that the company was waiting for his arrival, hence the work site should be ready with all necessary tools on place.
The first day should allow the welcoming presentation of the company with the moment of explanation of all basic rules (time schedule, dress code) of the setting.
The precise planing of the first employment period is the essential element of onboarding, which provides the company with better adaptability results and diminishes stress levels of the new employee. At this stage basic duties should be given and overall plan of action should be presented to the new employee.
The introduction to key workers should be made without delay as well as the key training provided. All the details of the role have to be explained at this step as well.
Approachability of the superior
The new job position brings lots of uncertainties. The role of the manager is to encourage the new employee to ask work related questions and to oblige the team to answer them appropriately.
The manager may organize regular meetings with the new employee to monitor the progress and explain all the arising issues. Be approachable, kind and interested in the matters related to the adaptation of the new employee and continue with this approach after the stage of adjustment is over.
Relationships with coworkers
The successful onboarding of the new employee is strongly related to the level of integration with his team. The work atmosphere which suits the individual speeds up the process of integration and facilitates the adjustment to the culture of the company.
It is important so the new employee understands all relations in the company and knows who the other people are. The development of strong relationships at the workplace helps the new employee to feel a valuable part of the team.
Provide broader perspective
The new employee should know the exact value of his work for the company therefore it is worth to show him a broader perspective. The influence of employee’s performance on achievements of the company should be explained. To make investment in the company’s success employees should know that their work matters.
A company with the structure, which reflects its mission creates value for the employee, who may predict possible stage in his future career within the organization.
Read also: Development paths in HR
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