The successful onboarding of new employees can be a difficult nut to crack. The first question is when to start the process. Should you wait until your new starter joins, or commence onboarding before they walk in for their first day? What does onboarding mean to you? Is it just form filling, or about engaging and educating your new starter?
Let’s look at the different aspects.
Onboarding can mean different things to different people, but the premise is the same; to bring new starters into your organisation as quickly and efficiently as possible. This means your new starter will be up to speed and able to start adding value in minimum amount of time. In the most basic terms onboarding means gathering information from the new starter and making sure that they have the tools available to do their job when they start.
It makes sense, having spent a lot of money going through the recruitment process, to have the new starter working efficiently in the shortest time possible. Is basic onboarding going to achieve this? Probably not. The best way to onboard therefore is to find a way to shorten the ‘time to competency’.
Start with the outcome in mind
From the outset, you should decide what it is you want to get from your onboarding programme. Think about the journey for the new starter. Does it make sense? Will they be as impressed with this aspect of your recruitment process as they were with the application stages? Make sure that you look at things from their point of view, not just from yours.
Set out some clear goals before planning your approach. There are some essential aspects and some ‘nice to haves’, but upper most in your mind should be keeping engagement levels high.
The benefits of starting early
The earlier you can start the onboarding process the better. During the interview stages, engagement levels are high. The candidate is interested and motivated. Hopefully this continues following acceptance, but there are no guarantees. The one way to ensure continued engagement is to start onboarding as soon as the offer is accepted. This is the only way that constant contact can be kept with the new starter throughout the process.
Online vs offline
Onboarding can be done in various ways. Sometimes email is the method chosen, and emails are sent back and forth as information is gathered and imparted. This however isn’t typically very engaging. Other offline methods used could be attending an event in person, which is highly engaging, or even sending printed materials through the post. By far the most engaging way is to use an online portal where your new starter can be ‘infotained’ and educated at the same time. Using an online platform, a structured onboarding programme can be mapped out and automated, so each new starter gets a consistent and high-quality experience.
At Onbrd.co.uk, Our onboarding solutions are tailor made for you. From your company branding to your own bespoke versions of our onboarding modules, everything is put in place to ensure that your new starters are the most motivated and productive.
Talk to us today about how we can help you.