Employee onboarding process

Your ultimate guide to employee Recruitment & on-boarding

HR Managers have to find people with the right skills. It can be hard but it is also important. When they find someone, they have to work with them on things like salaries and benefits, and joining formalities. They need to help them fit into the company culture, too.

 You might spend a lot of time searching for and interviewing new hires. You have to find someone who is right for the job. If you get them, but then they quit, then all your work will be wasted and you will have to start from the beginning again. Or if they say they will take the job, but then change their mind at last minute, this is also bad because all your work was in vain and you will start over from scratch.

Can a more structured employee onboarding program really prevent something like this? Does this plan really ensure that employees will be engaged, feel loyal to the company, and stay longer?

What exactly is an employee onboarding?

Different organizations have their own ways to get their employees started. The process and the tasks used are different and that’s why each one is unique.

Some HR managers think of new joiners as just paperwork. Some people who are experienced think that the new employee on-boarding process is different. This makes them think that it begins with the time an offer is offered up until when an employee becomes productive for the company.

Onboarding happens before you start your job. It’s about getting to know the work and how things are done. You’ll start producing once you’re comfortable with the work.

 Onboarding process meaning

The definition of onboarding is everything that happens before people start working. This includes things like the orientation program and the training plan. Setting up performance metrics and a feedback loop is important as this will help you get better at what you do.

Employee onboarding process

Onboarding is the process of getting a new employee to know about the company and who they will be working with. But it can take a lot of time to accomplish this. Some companies start the employee onboarding process very soon after a person is hired, while others wait 18 months.

However, most companies start the employee onboarding process as soon as you get an offer letter. In this blog, we’ll look at the whole process from beginning to end.

Essentiality of the employee onboarding process

Employee onboarding is when a new employee meets the company. This happens after the interview. It usually happens when they first start work. Sometimes it’s in an office or building near where the company is, and sometimes it happens over the phone.

  •  If your employee is not happy with the job, they might regret taking it.

  • When a new joinee starts a new job, they might have bad feelings about the organization. This is because of a poor onboarding process. They might think that the organization is not fair and this will cause them to leave sooner than later.

  • A recruit should learn about your organization and how to do their job. They need to know what they are supposed to do. The onboarding process helps them settle in and get comfortable with the company. It also gives them a chance to meet other employees.

  • There are many things you can do to make your employees feel welcome when they start working with you. These include a good onboarding experience that helps them meet the rest of the company.

  • HR managers have a lot of work to do. They need to get the paperwork for new employees ready. This is a big job because there is so much paperwork involved.

Perks of the solid employee onboarding process

Many organizations are starting to do onboarding for their employees more strategically which includes the following:

➤ Robust employee experience

➤ Towering employee engagement

➤ Enhanced employee retention

➤ Effortless talent attraction

➤ Unassailable Company Culture

➤ Enhanced productivity

An ideal employee onboarding process flow

An essential Onboarding process should follow the below onboarding process steps

1. Releasing offer letter

The process of onboarding employees starts after they are selected. An HR manager sends an email to new employees.

This email needs to have documents in it. For example, it should have the joining letter for that new employee, digital forms, and detailed policy documents. This approach lets the employee know what to expect from the company and how it operates.

2. Compliance with the offer

When someone accepts your offer, you should call them. Ask them their starting date with the company. You want to review the forms, benefits, policies, and expectations with them.

Make sure to get the response in regards to acceptance of the job offered. This will make them feel happy about their decision and start figuring out what they will need to know to do their job.

3. Waiting Period

A person might say they will join your company, but it doesn’t mean they will. They could change their minds and go with another company because there are other offers. That is why you should make them feel valued. It is a good idea to plan the waiting period that the employee has before joining because this helps them settle in and feel more comfortable about their decision.

4. Day of joining

On the first day of work, new employees are usually feeling mixed emotions. They feel excited and nervous which makes them feel happy and anxious about their team members. HR managers need to take care of the new hires so that they don’t get confused and so that they can focus on their work while explaining the work environment of the organization. Making new hires feel welcome will make them happier and more comfortable at work.

Before an employee starts their new job, there are some things that the HR department should do. Here are some things to start with:

♢ The orientation schedule should be prepared and ready.

♢ Assigning IT assets which include email access, workstation, etc

♢ Get the office supplies you need which include access cards, keys, furniture, etc.

♢ Setting up a salary account

♢ Assignment of a supervisor who can assist the new recruit to settle down

5. Collaborating with other departments

When you start a new job, it is important to talk to your co-workers and managers about when you will start. The HR department might ask other people to help you get ready for your job. They may want to decorate your cubicle or organize one-on-one meetings with other employees.

6. Orientation

It is important for new hires to learn about the company and its culture. These sessions help new workers learn about what they need to do in their jobs. They can also set goals that will tell them how to focus on certain things at work.

A lot of employees need the training to start work. Most companies take the time to train new employees. They do this by looking at what skills they have and then teaching them what they need to know. They will make a personalized plan for training them in what they know how to do, based on their skills.

7. First Quarter

This is a time when we will talk about what the company expects and what you should expect. Make sure that these expectations match. You should have a dialogue about what they have done so far and what to expect from them in the future.

This list is for tasks that HR staff and managers need to do if someone is hired.

  • Review the way they perform and give them feedback.

  • Ask the employees how their experience with your company is going. If it matches what they wanted, it is good.

  • Ask your employees if they have any concerns or issues.

  • Have a discussion about their career planning and progression

  • If they need more training, tell them.

  • Retrieve feedback about how it is to join the company and any suggestions.

Strategically onboarding new employees is more complicated than giving them papers or showing them a PowerPoint presentation. The process has many benefits as It makes people more productive and helps them to stay at their jobs longer. Over time, you will see more benefits from doing it this way.

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