At one point or another, every company will bring in new talent to replace departing employees, contribute to expansion or serve other purposes. When they do hire, there’s often a stagnant period before new people get up to speed and are able to perform alongside their co-workers: It’s termed “onboarding” and it’s in every company’s best interests to make this time period as short as possible.

When done well, an onboarding strategy welcomes a new employee into the fold in a way that goes far beyond filling out HR paperwork and setting computer passwords. The approach should be comprehensive enough to help new employees support business objectives and achieve high levels of productivity. Following this guide shortens the learning curve for these fresh faces.

Onboarding During the Recruitment and Hiring Process: The onboarding process doesn’t begin on a new employee’s first day, so you’ll need to plan as far ahead as recruiting. You’re conveying your brand messages at this point in time and it’s important that you find the right fit with candidates that you interview. Include plenty of information about your workplace and company culture within an online job description or on your website. A new hire that engages with your mission early on in the process is more likely to fit in with your workplace atmosphere than those unfamiliar with your brand.

First Day Onboarding: An effective onboarding strategy is about moving through the initial details efficiently, paving the way to more “meaty” on-the-job matters. Logistics are important for comfort and familiarity, so take care of the basics right away, including:

  • Introduction emails to your existing staff so everyone’s prepared for the new person;
  • Setting up all IT, email address, a profile for your workforce management solution, passwords and computer-related details;
  • Business cards;
  • What to bring on Day One, such as paperwork and ID;
  • Location of essentials like restrooms, parking, copy machines, cafeteria, etc; and,
  • Where to go with questions or concerns.

Following Through with Onboarding Strategies: Just like your onboarding strategy shouldn’t start on Day One, it shouldn’t end after the new hire’s first week. Your approach should including periodic monitoring, appointment of a recruitment manager and gaining feedback from the employee on the workplace experience. For example, do a review at the end of the first week and at the conclusion of each month for the first few months. Not only will this make your team member feel more at home, but you can also improve your onboarding process for future hires.

By implementing these strategies, you can establish an onboarding plan that ensures new hires become productive members of your team in the short term; in the long term, onboarding helps you reduce turnover because happy employees want to stick around. Technology can be a valuable tool in onboarding strategies and achieving your goals with respect to new employees. Paypro offers a comprehensive suite of workforce management solutions that give you the accurate, real-time information you need to make informed decisions. Please contact us with questions – we are here to help simplify your workforce management!

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