The importance of Onboarding

4 Minutes

So, you’ve done it. You’ve gone through the recruitment process, and your ideal candidate has accepted your job offer. Now you can relax.

Or can you?

Well, no (or this would be a very short and pointless post).

In fact, you have now come to possibly the most important part of the recruitment process, assuming you don’t want to have to start doing it again in the next few weeks.

Your new employee’s introduction to their new role, new team and new environment is so important. As their Manager you have a responsibility to make the first few weeks memorable for all the right reasons.

I remember many years ago starting with a new Company – I turned up on my first day and no-one was expecting me (the manager in charge of my induction was off sick). I was shown my desk, and a pile of documents to read through and left to it. That was it. Predictably I decided to give it to the end of the week before resigning.

To welcome your shiny new employee to the business, here are a few key things to think about:

• On their first day: you should be there, with time set aside to get them settled and welcome them to the business

• What equipment do they need? Is it all set up for them? Do they have the log-in’s and email addresses all ready to go?

• Who are the key people that they are going to be working with? Over the first few weeks, make sure that you have set up meetings with any key clients or co-workers

• What do they need to know about in the building? Where are the toilets, local shops, what should they do about lunch?

• Are there any particular rules you need them to follow? What’s the dress code, how should they answer the phone, do they need to clock in and out?

• What do you want them to actually do? Yes, you’ve hired them for their particular skills, but they will still need training. How do your systems work? What processes do you use? How do you work?

• How will you find out what’s going well and what isn’t? Make sure you have booked in regular review meetings with them during their first few weeks. You don’t want to the first indication that something isn’t going well to be their resignation on your desk.

• Have you put a probation period in place? How will you know if it’s going well or not? Put some objectives or things you expect them to be doing by the end of it in place.

• Give them some time to get used to things – some quiet time each day can be useful for them to review what they’ve covered, and any questions that they may have.

Pulling together an induction plan and sending it to them before they start is a really good way to show them you are looking forward to welcoming them in, and that you are taking their induction seriously.

Then follow it up with a phone call – just to check that everything is fine and to see if they have any questions.

If you need help in designing a good onboarding plan, then why not get in touch?