Most recruiters believe that the toughest part of the recruitment process are the steps leading up to finding and hiring an employee. That however, is as far away from truth as can be. The first week after hiring a new employee is the most crucial time for the recruitment process. It is the on-boarding process that helps the employee settle in to his/ her new role, and more importantly the culture of the organisation. While the ‘settling in’ definitely takes much longer than a week, the induction or on-boarding week is what makes all the difference to how comfortably, and effectively the new employee adapts to your organisation. Here are five ways you can make the on-boarding process a success.
Personalize the On-boarding Process
The usual process of on-boarding to complete the process of recruitment, requires the new employee to go through and submit a pile of paper work and documents. That however, shouldn’t define the first day of a new employee. In the process of recruitment, on-boarding is not just about filling up a zillion forms to check off the recruitment checklist. It is also, and more so about showing the new team member that the organization is happy to have him/ her on board. Personalize the on-boarding process by introducing the new member to the rest of the team and by giving him/ her a tour of the work place. Having a small welcome process in place, could be a great way to make help build sensitivity about welcoming a new member into the culture of your workplace.
Explaining the values and culture of the company
Are the values and the culture of the company more than just a few words on your website? If they are truly what you believe as the foundation of your organization, you will agree to the importance of ensuring that the new employee understands them. Speaking about the organizational values and culture to a new employee, as a part of the on-boarding process is a very important step towards stressing on how important it is, for the new employee to adapt to the values and culture of the organization. And of course, letting them know that you believe they are a great match and that’s why they are here in the first place!
Explaining responsibilities and setting goals
While the role and responsibilities may already have been put down on the offer letter, this is another way of personalizing the on-boarding process. Having a conversation about the responsibilities attached to the role of the new recruit, and speaking about the expectations that come with it right at the outset is a good idea. This is also a great time to bring him/ her up to speed with the existing projects that they may be associated with and giving them a heads up about what to expect.
Assigning them a mentor
This is yet another great way of personalizing the on-boarding process. Being in a new work environment can be quite confusing, as many of us would have experienced. Assigning a mentor to a new employee is an effective way of helping the new employee understand the workplace, and also to have someone he/ she can go to with their questions. It is important to put some thought into who you choose to assign as the mentor, since the mentor needs to be equipped with the knowledge relevant to the new employee’s role, to be able to guide him/ her accordingly.
Equipping the employee with all necessary resources
To make the on-boarding process smooth, and successful, make sure that you have put together all the resources the new employee will require, a day prior to his/ her joining. Things like the HR policy, documents on the culture of the organization, any handbook your organization may be having for employees, the necessary software on his/her computer, and all other tools including stationary that might be required. Putting in some effort to get these things ready shows that you are excited to have the new team member on board, and want to make sure that they have everything they need!
Also, a nice note saying welcome, on the desk is a very sweet way to say ‘welcome’!
Bringing a new team member on board isn’t just about the CV, the interviews and the negotiation processes. It is also about welcoming the team member in. That is what on-boarding is all about. Once you have successfully completed the process of on-boarding, you can be proud of yourself of having done a good job as a recruiter!
Post by Shreeradha Mishra
Shreeradha is a development professional who loves her work. She is an avid observer of life and enjoys penning down her experiences and learning from the world of work. You can get in touch with her at firstname.lastname@example.org.