Employee onboarding is one of the hardest tasks for employers. Talent management searches for people with the appropriate skill sets and sometimes have trouble getting those potential recruits to stay. When becoming apart of something new, people like to feel welcomed. It simply is a part of our distinction as humans. Recruiting new hires is obviously no different. As companies look to increase their staff count, they must establish onboarding processes that will promote positive returns for both themselves and their new employees. Let’s look at what you should incorporate into your employee onboarding process…
First of all, the employee onboarding process must include both professional and personal communication. Recruiting the new hire through nothing but electronic means is about as impersonal as you can get. Sure, the professionalism can still be there, but where is the face-to-face interaction? A new hire can’t get a feel for his or her new working environment without meeting the colleagues first. (Click here to read an article by MindTickle explaining the importance of communication in the employee onboarding process) If the onboarding process must be done remotely, then it is the employer’s duty to make that potential recruit feel as welcomed as possible. Not only will positivity improve the recruit’s outlook on the situation, but it will save your company time and money from having to repeat this process another time.
Secondly, it is vital that your company’s employee onboarding process focuse
s on work culture alignment. Without knowing the ins-and-outs of a company’s work culture, a new hire can easily become overwhelmed and frustrated with having to pick up on all of the company’s trends and tendencies. For instance, knowing when your colleagues have upcoming birthdays may seem small and unimportant, but it is actually a good step towards a healthy work environment. Who doesn’t enjoy celebrating a co-worker’s birthday?
Lastly, your employee onboarding process must be firmly in place before the recruitment process even begins. You must decide what goals/objectives you wish to accomplish before hiring a new employee. Ask yourself questions, such as how much of a learning curve does this vacant position have? What necessary paperwork should I require the new hire to fill out? How can I reduce the new recruit’s anxiety during the transition? These questions are vital to the quality of your employee onboarding process. (Read this article from Money-Zine to learn more about employee onboarding objectives) All in all, employee onboarding is something that all companies struggle with and just requires care and patience.
