By giving new employees the right treatment and objectives, you stand to increase retention rates and staff satisfaction. For new recruiters unfamiliar with the term, onboarding is simply the process of integrating new employees with your company; giving them the right knowledge, skills and behaviours to quickly adapt to their new workplace and colleagues.
Good recruitment agencies will be able to screen candidates for the right personality and skill sets for your company. However, nothing is ever 100 percent. At eRecruit Solutions, we make sure to find the right people for your job vacancy, all for a one-off, low-cost, flat fee.
Too often we see employers take a ‘sink or swim’ approach to new recruits, leaving them feeling underappreciated and disenchanted. Effective onboarding helps reduce employee turnover and assimilates new recruits with your business. Here are some great ideas to quickly engage and integrate your new employees.
Create a proper onboarding plan
Your onboarding strategy should detail each of the steps needed to fully integrate a new employee. This includes orientation, assigning a mentor, goal setting, training and development, appraisals, etc. Reviews should be done at regular intervals (15 days, 30 days, 60 days, etc) to assess how the new recruit is getting on.
Of course the first few days will be tough for new employees. There will be a lot of information to take in. However, there should always be time for proper introductions to team leaders and colleagues – the people who embody the brand culture. Better still, suggest post-work drinks during the employee’s first week. Social settings are the best way for employees to break the ice and form genuine friendships with their new colleagues.
Assign a mentor or friend
Designating a member of your team as a go-to person is an essential part of any onboarding process. This person should know the company well and ideally have performed the same job function as the new recruit. New employees may be reluctant to ask the boss too many questions, which is why a mentor or buddy is a great tool for quick and effective integration. Pick your go-to person carefully; they should be tactful, knowledgeable and patient.
Provide training to drive performance
It may sound like a no-brainer, but remember what we said about the ‘sink or swim’ attitude of some employers. Areas that require development should have been discerned during the recruitment process. Employers need to know the strengths and weaknesses of new recruits, so that all work can be undertaken quickly and efficiently.
Set goals over a three-month period
General probation periods are 90 days, but only you can decide what’s best for your new recruits. Whatever the case, you must be unequivocal about what is expected of each new recruit during this time. The best way to do that is set distinct, time-orientated goals. Couple this with regular reviews.