You may have heard that a first impression can have a long-lasting impact. It’s a great chance to make a good impression on the new employee through the employee onboarding process. It includes making the new employee feel welcomed, valued & prepared for their new role.
According to a report by SHRM, 1 out of 25 employees quit their new jobs due to a bad onboarding experience. A bad onboarding process has many disastrous effects. It can set new workers up for failure, change the perception of employees and inhibit workplace efficiency, which results in higher turnover rates.
The hiring supervisor is primarily responsible for the onboarding process, and you can simplify this process with the Repute blockchain network solution. The hiring supervisor must be proactive and engaged in ensuring the employee's effective integration into the firm from start to finish.
What is the Employee Onboarding Process?
Employee onboarding is the process of acclimating new employees to the surroundings and culture of a company. However, the time it takes to accomplish this may differ from one business to another.
Some companies consider onboarding a one-day process, while others take 18 months. On the other hand, employee onboarding begins almost immediately after a potential employee receives an offer letter. Here's a detailed breakdown of the onboarding process.
During the recruitment and hiring process, firms are increasingly turning to Repute. The top-notch services assist organizations in finding the proper kind of employee with all of the necessary skills and talents for the job.
Best Ways to Improve Employee Onboarding Process
So, here are some of the best ways to improve the onboarding process for the company's success.
1. Releasing the Offer – Following the recruitment phase, the employee onboarding procedure begins. An HR manager sends a nice welcome email with a few important documents such as the offer letter, links to fill out digital onboarding forms, and policy documents once an employee has been selected. Maintaining transparency in the approach familiarizes employees with the organization's culture and informs them of what to expect.
2. Offer Acceptance - When an employee accepts an offer, the most acceptable companies will set up a quick call to go through the paperwork, benefits, policies, and expectations. Keeping new hires engaged will confirm their decision to accept the offer and help them form strong emotional bonds with the company. This is the ideal time to begin planning the staff orientation agenda.
3. Prepare Colleagues for New Employees – It's essential to announce the new employee among all the other employees either through email or in person. The announcement must be related to the work employee's role and experience and encourage other employees to welcome them.
When the employees are aware of the new members before the time, they are well-prepared to assist them on the first day.
4. Having the Employee’s Workstation Ready – A 'home base' ready for the arrival is crucial for the employee's first impression of the company. There is nothing worse than not having the right tools necessary to be successful. Providing the new employee with the required office supplies and setting up email, computer, and phone number is a great way to feel valued.
5. Make Employees have Access to Necessary Programs – Ensure the new employee has access to any applications, software, or electronic files required for the job before their first day. If you skip this phase, the new employee's training will be hampered, their ability to get to work will be hampered, and their perception of your firm will be harmed.
6. Make Introductions – On the first day, schedule time for the new employee to meet with key personnel and departments. Even if they don't recall everyone's name, they'll have a solid idea of where to get what they require. These introductions will also assist them in comprehending how your firm operates and their position inside it.
7. Plan a Team Lunch – It is best to plan a lunch or dinner with the new employee within the first week as it will help break the ice and allow team members to know each other in a better way. You can hang out at some good restaurant & café or even eat the home-made lunch in the conference room, which will allow you to know more about your employee outside of the interview process.
8. Give Time for Training – Training should take up the first week or so with the new employee. There are specific differences between firms, even if the individual has done a similar job elsewhere. A training plan is essential for helping new employees get their bearings in a company. Company regulations, methods, procedures, and expectations should be covered in your training. Setting expectations for new employees establish a baseline against which they can gauge their comfort in their new position.
A mentor from the employee's department can also assist them in acclimating to their new position by providing them with someone who can answer their questions and lead them through some of their duties.
9. Take Follow-Up – A successful employee onboarding process indicates the efforts & time put into them. Take time to reflect and complete your homework. The first few weeks impact a new hire's perception of your firm, whether positive or negative and set the tone for their long-term connection with your company.
About Repute
With the Repute blockchain solution, agencies get high-quality employees and avoid poor hires. It uses blockchain technology to protect data privacy and is only visible to one person. Repute allows people to quickly share confidential data safely with full encryption by providing the correct tools at the right moment. Repute is also committed to providing people with complete access to their data. It's one of the reasons why dozens of large corporations trust Repute today.