5 Tips To Make Onboarding As Easy As Possible
Fresh off the hiring process you’ve finally found someone that you think will be perfect for the job. But, two weeks down the line, you quickly realise you have made a fundamental mistake.
Nothing is prepared, your new hire is quickly realising your mistakes, and is about to walk out of the front door. You were not ready for them to start.
When you are faced with rapid growth, it becomes fundamental to get someone on board who can help drive the company forward. With the fast-pace of work-life, other priorities can often hinder a new starter’s progress.
So, start strong. Make your new hire feel a part of the team and get the onboarding process set in place ahead of the game.
We have put together a straightforward guide to making the onboarding process as simple as possible. Let’s take a look.
1. Who Are You Hiring? What is the Job Role?
Prior to making a new hire, you should know precisely what the job is you are offering. If you have no idea, then getting someone in before you do, is set to fail.
Establishing a well thought out and detailed job description ahead of your new starter will let them know what your expectations are. It will also hold them to account, and show them what their responsibilities entail.
Business ethos, setting boundaries and what a day in the job looks like will give you and your new hire confidence in each other.
2. Be Welcoming
Nothing is more effective than feeling like you belong in a fresh, new workplace. Being welcoming from the moment your latest hire steps through the door will instantly create a positive atmosphere.
Getting in touch with your recruit ahead of their start date will also build confidence and make them feel a part of the team.
Giving clear instructions of what they need, where they can park and where they go before entering the workplace will make your new hire feel instantly happier.
Providing a helpful starter pack will be a welcome distraction from any first day nerves, and gives your employee something to get into straight away.
Also, don’t be afraid to have a debrief at the end of the day. It’s a great place to know where you both stand, and it’ll set you up with an employee who is likely to remain with you for the long haul.
3. Autonomy vs Structure
Depending on the role on offer, it is likely that your new hire is going to need some supervision. Perhaps a morning briefing is all your fresh recruit will need before getting stuck in. But, for more hands-on roles, it may be that a month of solid shadowing may be required.
Knowing the balance between autonomy and structure is essential for you to know ahead of your recruit’s start date.
Touching base with your employee, once a week or fortnight, will allow them to know that they are working in the right direction.
4. The ‘To-do’ List
Efficient onboarding occurs when you are organised. Having a ‘to-do’ list, either on a spreadsheet or a document can make your job so much easier.
Ahead of your new employee starting, you can prepare yourself for the tasks that need to be done.
Will your latest hire need a laptop? An email address? What forms do they need to fill out for the accountant? Do they need an induction?
The more obvious it sounds, the most likely it is that you need it on your to-do list. Forgetting something like an essential passport or driving license copy may cause you greater problems down the line.
5. Helpful Feedback
Giving your new hire time for feedback is foundational to their success at your company.
Imagine having worked in a brand new job for a whole week and not knowing how well you are doing. How would that make you feel?
Delivering good feedback increases an employee’s confidence, and will make them want to work with you and for you. Bad feedback, on the other hand, may lower morale, cause mistakes and incur bad performance.
Not everyone can handle criticism. Recognising an employee’s achievements and then acknowledging some faults, maybe a better choice than delivering straight out criticism.
The bottom line
Successful onboarding breeds confidence, good morale and trust. It lets your employee know their value.
What’s your onboarding process going to look like?