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Getting onboarding right is crucial in today’s market. Here’s what to consider when a new starter joins your business.
Onboarding is the first point of contact for a new employee. That means it generates the initial impressions of an organisation and sets up the individual for their role.
This is why getting it right is crucial. To assist, Hays released its Guide to onboarding an employee.
A misconception is that onboarding begins on the first day of employment. Onboarding should begin during hiring as, if done effectively, businesses will be better able to draw candidates in and secure talent.
Hays listed five considerations for getting it right:
- Maintain regular contact.
- Share relevant information.
- Set expectations.
- Plan the first week.
- Get the basics right.
After securing a candidate, the induction period begins. This process is what will teach the employee what they need to know and set them up for future success.
Hays noted that personal contact should be made during this period, as this will make the candidate feel comfortable and help make the transition easier. This is why anyone can be a part of this process.
Hays listed some techniques for effective induction:
- Assign an internal “buddy”.
- Work through the schedule.
- Create an opportunity for early wins.
- Communicate longer-term expectations.
- Discuss learning and development.
- Communicate your management style.
- Tick all the boxes.
Managers and leaders should not be excluded from the onboarding process. Just because they’re more senior than an entry-level employee does not mean they don’t need to adapt to their role and learn the culture.
Employers can foster effective leadership and promote healthy development by supporting all levels during the onboarding period.
This goes for remote and hybrid workers, too. Establishing effective virtual onboarding systems is key for hires who cannot be onboarded face to face. It’s important to help assimilate these employees into company culture, as they won’t have the same opportunities to socialise.
Hays provided a remote onboarding guide to assist in the process:
- Be mindful of their emotions.
- Watch for counter offers.
- Get them involved.
- Review standard processes.
- Set up virtual meet and greets.
- Make things as structured as possible.
- Be authentic.
Getting the process right is crucial to retaining workers, as discussed by HR Leader in November last year.
“Our research indicates how people are more willing to move around in a hot market, so it’s imperative that businesses take time to consider how they onboard new hires, as this could help retain good people,” said MYOB chief employee experience officer, Helen Lea.
“There are currently more jobs available than people to fill the roles, and according to the National Skills Commission, recruitment has been consistently more difficult this year compared with 2021. So, when you find the right talent, you want to do everything you can to keep them in your business.”
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Onboarding is the process of integrating new hires into the company, guiding them through the offer and acceptance stages, induction, and activities including payroll, tax and superannuation compliance, as well as other basic training. Companies with efficient onboarding processes benefit from new workers integrating seamlessly into the workforce and spending less time on administrative tasks.
Jack Campbell
Jack is the editor at HR Leader.
