25 Aug 8 Tips to Make Your Onboarding Program Effective
Selecting the right person for the job is incomplete without proper induction and onboarding.
Companies often feel recruitment cycle comes to an end with the offer letter being rolled out to the candidate. However, what they miss taking into account is Onboarding. Onboarding is the last step of the recruitment process. It is a fundamental to guarantee the success in closing the position and avoid any disillusion post-hire.
Therefore, onboarding is a matter of behaviour. So, how do you develop your onboarding program? You will have to start by doing a thorough analysis of the work environment.
Also see: 3 COMPONENTS THAT MAKE UP A SUCCESSFUL ONBOARDING PROGRAM
Here are five main areas of the work environment which a new hire needs to comprehend and understand:
Does your Onboarding Program include the following?
1. Workplace Culture & Business Background:
Any new employee will need to know, understand and integrate the history of the company and the values to avoid being excluded from the day to day life of an organisation.
2. Business Mission, Objectives & Projects Underway:
By providing answers to questions like where are we headed, the reason to head there, how do we do it, etc will develop his or her involvement and commitment to the business.
Also See: THIS AWESOME PERIODIC TABLE INFOGRAPHIC SHOWS YOU ALL ELEMENTS OF WORKPLACE CULTURE AT ONE PLACE
3. People:
As a new joiner, he or she will need to interact with people on a daily basis. As a buddy or team member, your role is to help the new employee adapt best to the diversity of people they will encounter within the organisation.
4. Workspace & Equipment:
Helping your new hire get acquainted with the workplace – like facilities & services, sick room, etc should be planned on their first day.
5. Policies & Documents:
Last but not the least, your onboarding program should include the policies of your organisation. It is good to know every rule and employees should abide by them as soon as they step into their new role. Easy and quick access to this information should be provided to all employees.
Merely including the above points in your onboarding program is not sufficient. One has to chart out the onboarding plan.
- Provide more objectivity when time comes to make a decision at the end of the probation period. The onboarding roadmap can be used as a reference by the new hire’s manager to organise the selection process.
- Welcome the new employee harmoniously respecting both the business requirements and the human dimension. The return on time invested in this operation will be paid back by an increased adequacy of your new hires, who will have the reassurance of knowing what’s expected of them while knowing how to deliver the appropriate response in return.
- Warranty of future job performance. A quality onboarding program helps in the employees’ performance. The new hire is confident in his role, and equipped with the recognition of his work environment, and will be able to evolve in an autonomous and efficient way.
