Successful Employee Onboarding Procedures to Improve New Hire Experience

To combat the obstacles of an unpredictable market, every business requires efficient staff. It’s gotten increasingly difficult to find good personnel whose personalities correspond with the company’s values. HR departments are challenging to discover top applicants because the talent pool is currently diminishing and top talent is already employed. While the daily tasks of HR are still very demanding, professional recruitment under a talent bottleneck need more than ever ongoing applicant interaction. Even after recruiting the appropriate person, HR professionals face new challenges.

Signing an offer letter or joining the company is no longer a binding pledge to remain with the corporation. If investing your valuable time and a long path of hard work does not deter a person from staying longer, you must start from the beginning, but the road from 0 to 1 is not easy. In this instance, only the onboarding experience can provide the solution you need.

What exactly is employee onboarding?

It is an organised procedure that gives new employees the information they need to work comfortably and efficiently in the organisation. Employee onboarding refers to the process of introducing new employees to the firm, its regulations, and organisational culture. While the fundamental elements of employee onboarding are same across firms, the duration of each phase and the responsibilities involved can vary. To deliver an exceptional employee experience, the onboarding process encompasses all activities that take place prior to a new employee starting work on the first day.

Employee Onboarding Process Steps

Many businesses consider onboarding to be orientation, which comprises merely the completion of paperwork, meeting the staff, training, and so on. This can cause new employees to depart within 90 days. Because it is critical to retain new workers, you should establish an employee onboarding strategy that begins with the first interaction. A effective onboarding procedure includes the following three steps:

1.Pre-onboarding

You are responsible for making the new employee feel at ease before he or she begins work once you have hired the candidate. To develop confidence between the company and its newest member, you should set up a workplace and exchange paperwork.

Important Pre-Onboarding Tasks

Offer release

Following the candidate’s selection, HR must send a heartfelt welcome email that includes vital links to fill out documentation for onboarding, an employee handbook, and policies for providing a positive candidate experience. Transparent communication helps new employees quickly acclimatise to and grasp the corporate culture and expectations.

Offer acceptance

Managers should construct an employee orientation programme to help new hires become acquainted with the firm and its policies in order to ensure that they stay with the organisation.

Waiting period

During the time between accepting one job and starting another, it is usual for new employees to examine alternative opportunities. As a result, keeping kids interested throughout this time is crucial. Maintain a positive relationship with them and assure them that their contributions are valued in your organisation. It’s also a good idea to schedule the waiting period for your employee onboarding process so that when someone new joins your team, it doesn’t disrupt the overall process.

2.Onboarding

As your new hire begins their first day of work, both you and the new employee should keep a few crucial points in mind to ensure a successful first day for both parties. You can, for example, show them their office space and present them to your colleagues to welcome them to your firm.

Important actions to complete during Onboarding

Day of enrollment

The primary responsibility of a human resources manager is to provide a positive first-day experience for new employees. A sense of belonging provides the assurance that motivates employees to perform more.

Interaction with other people

It is critical to collaborate with key stakeholders and advise them of the start date of a new hire. Human resources personnel can enlist the assistance of other employees to decorate the new employee’s workspace, schedule an orientation session, and organise one-on-one welcoming sessions.

Training and orientation

Orientation gives new employees an insight of the organization’s culture and aims. Orientation is also an opportunity to introduce new employees to the company’s teams, policies, and processes.

Most firms plan orientation workshops to bring new workers up to speed on their roles to ensure a smooth transition. Employers should conduct a skills assessment and build a personalised training plan that is suited to each employee’s competencies to examine each individual’s knowledge and ability.

3.Post-onboarding

A company’s onboarding process should not be considered complete after only a few weeks of having a new employee. After employing a new employee, a company should endeavour swiftly to implant the company’s values and organisational culture in them by providing learning and development programmes, performance reviews, and other benefits.

Post-onboarding responsibilities

Engagement in the first quarter:

During this time, the goal is to make the employee feel at ease and to keep the lines of communication open. During this stage, the employer attempts to quickly integrate the person into the company. It is a critical period for both the new hire and the firm.

Engagement for the first year

The transition time helps the new employee to become acquainted with the company while also providing the opportunity for the organisation to learn about the new employee. The employer might learn about the new hire’s performance during this stage. Because a year is not a short period of time, anyone may examine the progress and obtain 360-degree feedback on the employee. During this time, firms should plan training sessions, assess their abilities, and do other things to make them valuable resources for the company.

How can you ensure that your company’s employee onboarding process is successful?

It is not difficult to understand the effectiveness of employee onboarding. Collect two types of data to gain a better picture of how effectively your approach is working:

Quantitative information

It is quantifiable data that can be measured and recorded. These statistics will provide you with information on retention rates, productivity, and training completion.

Quality-based data

This data is acquired through interviews, questionnaires, and other research methods. Employee onboarding surveys with open-ended questions encouraging employees to share their opinions and feelings will help you understand the qualitative components of onboarding.

These measurements can provide you with the desired outcomes, or you can collect opinions from new hires, which may be correct or incorrect.

Automation is transforming employee onboarding

HR executives are frequently entrusted with taking on too many duties. HR spent a lot of time looking for resourceful staff. Even after hiring, employees must handle all of the tiresome tasks such as scheduling training sessions, meetings, and more during the onboarding process, which is extremely exhausting for them. Automation can minimise their workload rather than forcing them to go through a time-consuming onboarding procedure.

Businesses that use Employee Onboarding Software for automation can replace onboarding checklists and forms with automated employee workflows. HRMS Software’s automated employee workflows lessen the complexity of the approval process and make it easy to access information about an employee’s status or troubleshoot issues. An automated workflow is clear, making it simple to identify a problem or obtain information about an employee’s condition.

With an onboarding system that automates activities, you and your staff may stop chasing after workers and delegating paperwork to managers. When any delays in the onboarding process occur, the system notifies important individuals, and only your intervention is required when the software detects bottlenecks.

Let’s put it all together

Constraints in the onboarding process are a very typical issue that businesses face these days. Modern firms are constantly working on a flawless plan to engage the right people because it is one of the most crucial components, yet it may fall short at times because every individual is different. For example, candidate A may enjoy working with the organisation, but candidate B may dislike communicating frequently. As a result, an HR manager must be adaptable in order to engage him or her.

Even after implementing numerous plans to engage the right personnel, if your hiring goal is not being met, contact Akrivia’s experts to learn how our onboarding software can save your load by automating procedures in seconds.