Due to the changing recruitment landscape, onboarding became the key to unlock the doors to success. The old adage, “Organisational Development Depends on Company Sales,” is confronted with a paradigm shift in business activities, a transformation like never before…!
In this gig economy, organisations have realised that there is no single silver bullet in tackling the growing demand for career development opportunities from an employees’ end.
Gaps in Onboarding Programs
Most onboarding programs have shortcomings. The same orientation material is circulated to every new hire, irrespective of their qualifications and career experiences. Therefore, organisations should incorporate an array of content which is on par with the skillset of new hires as they need to learn the ropes ASAP.
Elevating Onboarding and Human Resources
Strategising every touchpoint and embracing digital products for onboarding processes for the high potential recruits is a burning need for the broader business context.
So, how can you create an engaging employee onboarding experience?
1. Draft your candidate touchpoints and connect learners with experts
Going back to the drawing board each time a new employee joins, kickstarts a journey like never before! Right from the time an employee is hired, managers must familiarise them with the organisation’s current activities and training programs. For instance, managers should set employee logins before their commencement date. These pre-boarding actions can get candidates comfortable before their very first day and push them to go the extra mile!
Apart from booking internal training and webinars, you should connect the new hires with experts and mentors. In this way, they can gather insights from the employees who have already been in their position. Above all, a clear understanding of an organisation’s success, its current statistics, and future plans can help new hires contribute to the enterprise.
2. Introduce them to the team, but keep it brief
Fostering camaraderie is the key to establish a cultural fit in an organisation. Informing employers and current employees about the new candidates can prevent last minute surprises.
For instance, a welcome video from the founders or managing directors can be a great morale boost. But you don’t have to make a fancy video – it only needs to be candid. With every new hire comes new dynamics and challenges. Hence, the managers and tenured employees have to encourage new candidates to share their thoughts post orientation session.
3. Give your new hires a chance to unwind
It can be daunting for candidates to cope with the transition from their old to a new job. Therefore, organisations should take the responsibility to get them acclimatised with changing jobs. Taking out the new hires to a team lunch on their very first week can help create a warm and welcoming environment. Communication is a two-way street. This catch-up can give them a chance to show what they can bring to the table.
4. Create a never forgetting experience and focus on career progression opportunities
The demand for Self-defined Careers is on the rise! So, how can you fulfil the never-ending hunger for skill development? Introduce a plethora of online courses and tutorials for employees and help them enhance their ability and knowledge. Besides, assigning mentors would be a great add on to the perks. The candidates can receive a regular follow-up and mark on their career progression. This would replace the notion of going back to the salt mines with the thought of having a whale of a time for the new hires.
5. Help them settle into their role and be consistent with your feedback
Successful onboarding is not confined to the orientation day. It is a long-term and consistent process. An employees’ performance review with frequent feedback from managers is highly essential to establish a strong relationship and reduce turnover. Observing candidates, scheduling regular catch-ups and providing new hires the opportunities to air concerns should be a part of the organisational culture. You should not overlook recognition and celebrate employee success. This not only establishes credibility in the organisation but also results in quality performance by the employees.
The time and effort spent to create an effective onboarding process will reap the rewards. It establishes staff retention, speeds up their learning curve, and forms an engaged workforce right from the start
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