5 Key Steps To Structure Your Employee Onboarding Process
What could be your answer if somebody asks you, “as an employer, do you follow the same employee onboarding pattern throughout the years?” It simply states that some glitch or flaw is happening at some point. And, yes that’s true.
The significance of the on-boarding process is equally important as finding the right candidate for the job position. Employers and recruiters give a lot of consideration to on-board the best person who is a good fit for the company and the role.
Employee on-boarding is one of the most important and critical factors after the hiring is done. Usually, human resources people make small mistakes that they do not realize and everything just goes wrong. The very first day at the workplace needs to be well-planned and executed as per the exact flow.
The on-boarding process can be done as per the company’s core culture and work ethics which could also be modified to make it interactive and interesting at least for the initial days.
Whether you believe it not, but on-boarding matters a lot for almost every employee who is joining on the first day. The initial days at the new workplace should be influential for the employee that allows him/ her to learn the insights of the company culture.
Hence, we have a list of the 5 key pointers that could help to improve the structure of the employee on-boarding process.
- Introduction about the company culture
The first day is vital both for the employer and the newly hired employee who has joined your company. Both employer and employee are equally eager to know about each other.
Employers want to know about the capabilities of the employee, whereas the employee wants to learn more about his career growth in the organization.
So, give a brief introduction about your company culture, vision, work ethics, teammates, timings, an official list of holidays, especially how the feedback and training sessions take place periodically.
Expectations and deliverance aspects can be discussed at a later stage but don’t scare the employee on the very first day.
- Make the documentation process simpler
Most of the companies make the first day very hectic and monotonous by consuming half of the day in the documentation process and form filling, et cetera.
Instead, you can send less important documentation via email and allow the person to fill the forms at home and bring along on the day of joining along with his other educational and work experience credentials.
So, you can just get the important and confidential forms filled on the day of joining.
- Ready the workstation before on-boarding
If you set-up the employee’s desk, software, and other stationery things in front of him – that typically shows your lackadaisical and unconcerned attitude.
The good-to-go workstations should be ready well before the employee’s joining and ensure all the necessary equipment is fixed and everything is working perfectly.
That also assures the candidate that you were also excited to welcome him on the board.
- Assign the mentor or team member
Introduce the employee to all the people at the workplace and especially to his/ her team members.
Mentor plays a vital role for the new joinee as both can get comfortable with each other and develop a good understanding within a short time. That’s why most of the companies assign mentors to the employees.
Hence, after all documentation is done, assign the employee with their respective mentor and introduce them to the manager.
- Define their duties and roles
While everything took place step by step, the next and most critical step is to map out the duties of the employee to perform his/ her job role.
Let the employee sit with their manager and give them a brief tour of the responsibilities of their role.
Hiring the employee or structuring their initial days are altogether two different processes that need specialization of the human resource person to detail out nicely. If your goal is to retain the best employees, create an engaging onboarding process that allows the employee to experience satisfaction at the workplace.