Onboarding new employees is the process of integrating a new employee with a company and its culture, as well as providing the new employee with tools and information. After the COVID-19 pandemic, 82% of workers who had been working in an office switched to working mainly from home. Of those, only 50% have been given a timeline for when they could return to the office. To ensure that employers are making informed decisions when it comes to onboarding new employees, it is important to set short- and long-term goals and have managers check periodically to see if these goals are being met.
For example, a short-term goal could be to “finish 50% of sales training videos by Friday”, while a long-term goal could be to “complete 10 projects in the next six months”. It is important to remember that onboarding is more than just making new employees quickly aware of their work tasks. Employers should create an environment and a sense of purpose that develops over time and ensure that the employee feels a strong connection with the company. The Society for Human Resources Management states that a comprehensive incorporation process can last up to 12 months.
However, many companies tend to accelerate the process or mistakenly confuse onboarding with guidance. To ensure success, employers should explain the basic set of requirements, policies, and procedures that a new employee will need to follow. This will ensure that the new employee meets the legal requirements necessary to be successful in the position they are taking on. When new employees arrive on their first day, employers should make sure they have all the materials they need for training in order.
This includes new contract documents, technology, equipment, and meeting spaces. In addition to preparing the training elements, employers must also ensure that all people involved in onboarding are well equipped with answers to common questions and that the new employee has a detailed itinerary for their first day. Using HR Cloud onboarding technology can improve relationship development by creating a social network for new employees and engaging them in the company's social network. Companies that are disorganized, unprepared, and inhospitable may have new employees running out the door within their first 90 days of employment.
To avoid this, employers should send an email with a link to a “portal for new employees” that explains step by step how to download and upload work information and prepares them for their first day. Employers should also encourage feedback by sending formal surveys or scheduling informal feedback sessions instead of waiting for feedback on a voluntary basis. Training videos for new employees can also be an engaging and effective way to communicate what they can expect on their first day. From the moment an offer is extended to the day the new employee becomes fully productive, employers should use the onboarding experience to create a foundation for long-term success.
A good program prepares new employees for growth by delegating tasks between different staff members and getting people back to work while improving the onboarding process for your new employee. To ensure employers are making informed decisions when it comes to onboarding new employees, it is important to set short- and long-term goals and have managers check periodically to see if these goals are being met. Employers should also create an environment and sense of purpose that develops over time and ensure that all people involved in onboarding are well equipped with answers to common questions. Using HR Cloud onboarding technology can improve relationship development while training videos can be an engaging way to communicate what a new employee can expect on their first day.