On-boarding is such a crucial but often overlooked step in the recruitment process. Yes you have found your new employee, they’ve signed the employment contract and resigned, its all done……but are you prepared for them? What does their first week look like? Is their workstation set up? do they have all the tools required to do their job? It’s often said you can tell a lot about a company by how they on-board their staff…..
This is your first real chance to demonstrate the level of professionalism, detail and hopefully to measure up to expectations set throughout the interview process. It’s also important to remember starting a new role can be a nerve racking and emotional draining time. So regardless of how good or bad previous employees have been on-boarded, this is all new to your new employee so make it count.
You get one chance to ensure the opinions they form about the company, their new manager, other employees, the work environment, the culture, and their job are positive one’s. Invest time and energy into on-boarding well if you want to keep, and importantly get the best out of that new hire.
1. Create an induction roadmap
The last thing you want is a new employee wondering what on earth they are meant to do next; confused, perhaps shy about asking, and quite frankly, disappointed by a lack of clear instruction. Draw up an induction road map for them. Have clearly delineated steps. Step 1 might be a tour of the office and meeting new colleagues. Step 2 might be a meeting with their new team. Step 3 could be a training session, and maybe Step 4 is their first project. That project should be clearly mapped out too. Don’t leave them guessing. They should have access to key contacts, know where everything is and what is expected of them from the very start.
2. Design a comfortable environment
Your new employee will likely spend most of their waking hours in your business environment. Make that environment as pleasant as possible. Is it clean and functional? Do you have the right office furniture? Is it light and airy? If not, how can you spruce it up? Maybe some plants? Think about how you could make the physical workplace more enjoyable. Consider adding the option for music, a comfy space to take a break in, and make sure everything they’ll need at their workstation is topped up and in good condition.
3. Offer interesting perks
Make it clear that you’re concerned with what your new employee values. A simple gift hamper or small gift is a great way to show your new employee the business is excited they are joining. These days, there are also plenty of non-monetary benefits in high demand. Consider offering flexible working schedules, or work from home days. What about free breakfast or lunch? Provide healthy food and snacks — your staff will love it! Other ideas include early marks on Fridays, casual clothes days and early marks as rewards for high performance. A great way to get a feel for this is an employee survey – let them tell you what they value.
4. Let them speak up
Everyone wants to feel heard. It’s important your new employee knows they can ask questions, provide feedback and make suggestions. Opening channels for communication also allows you to stay on top of any issues they are having at work, before it gets to the point where they want to leave. A good option is to take your new employee for a coffee or lunch once a week for the first month or so. This gives you a nice chance to connect on a personal level too.
5. Foster Social Bonds
We are social beings who crave connection and meaningful interactions. Working with a team of people you genuinely like makes work much more enjoyable! Strengthen relationships between your new employee and other staff by getting them to work together on tasks outside of their normal job description. You could organise a team building day, or even just a lunch or dinner outside of work hours. You could also hold a friendly competition that requires people to work in teams. A regular social catch up is another good option.
Attracting and securing your new employee are vital steps, its equally as important to ensure you start things off on the right foot. Working on the above steps or some variation will assist your new employee to hit the ground running. In our experience even a good employee in company A. doesn’t automatically make a good employee in company B. Take the time to reflect on the interview process, why you have hired this individual and make an effort welcome them appropriately to ensure you get the best and you do the best for your new employee.
For more information on running a successful recruitment process or how to best on-board new staff get in touch with the team on firstname.lastname@example.org