On-Boarding: Take it to the Next Level with our Five Top Tips
On-Boarding was not recognised as a vital part of the Recruitment and overall Business Process until recently. So you are probably reading this as you are thinking of implementing an On-Boarding Process or perhaps you have just started an On-Boarding process however it isn’t getting off to a good start. No matter your situation here are 5 ways to take your On-Boarding Process to the next level. I
One of the biggest benefits of On-Boarding is how quickly it helps you to engage a new employee, there are other numerous benefits such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit. As such, on-boarding should be an essential part of your business so you can begin to reap the benefits.
So What are Some of the Best Practices for an On-Boarding Process?
Behavioural Assessment: The first and most important is to ask your new employee to complete a Psychometric Test if they haven’t already as part of the initial recruitment process. Although it sounds daunting, a psychometric test will reveal exactly how a person will respond to aspects of on-boarding. Such as which type of Manager or Leader will help the individual get the best results. Under which conditions they are likely to learn best, their preferred job content and how they respond to stress. Knowing these aspects of a person’s behaviour can help you to effectively implement an on-boarding strategy for an individual and remind you of their behavioural style while they are working for your company.
- Online Experience and Automation: The easiest way to start the on-boarding process of a new employee is to set up a portal through which they can view and accept electronic job offers. We also recommend including:
- An online fact sheet your new hire can fill in with details such as years of experience and hobbies. This can be easily shared with departments and teams they will be working closing with and doesn’t clog up your desk with stacks of paper.
- You may also want to upload a Company Fact Sheet to this portal so the new employee can get to know you and your hire better. Have you thought about incorporating this information as an infographic? Your new hire is guaranteed to remember and recall the information they have read.
- Welcome Packs: The big day! A new employee is going to have a lot of questions on day one. You can offer your new recruit some documents that will anticipate their questions. Not only will your recruit have questions, you likely will too. Ensure that all necessary forms and/or pass keys are provided to new employee to fill out. If possible, try and do this through your online portal, its even easier to extract the necessary data.
- Reminders: Let the support departments know if they need to order stationary, transportation, provide building access or set up payroll as soon as the offer is signed. Also remember to let team leads and depart managers know to get in touch before day one and if possible introduce themselves on the first day, this gives the new employee a great opportunity to create relationships and get to know a familiar face . . . which brings us to our next point.
- Notifications & Networking: Let close working individuals and teams know when the new hire is due to start work. This will give the individual the opportunity to network and help them feel welcome at the same time.
- Personalisation: Not everyone wants balloons and bubbles at their desk when they arrive for their first day. How wonderful would it be if your team leader and colleagues picked out a few of your favourite things that were mentioned in your fact sheet, such as your favourite block of chocolate and your usual coffee order and left them on your desk with a welcome note? Ensure that you read through your new hire’s behavioural assessment so you know what type of person they are.
On-boarding is no longer the sole responsibility of HR. Automated systems help ensure responsibility is shared and make communication easier between hiring managers, HR Practitioners, Team Leaders and Department Managers. Psychometric Assessments help you get to know your new recruit before they step in the door. These tools make the whole on-boarding process easier to manage and share between all necessary people including the new recruit themselves.
If you need a consultant to come into your business and help you begin your On-Boarding Journey, then let us know. One of the Team can help you out.