Welcoming a new employee is an exciting time for both the company and the individual, the onboarding process plays a critical role in setting the scene for a new employee’s success and integration within the organisation.
A well-structured onboarding programme ensures that the new team member feels valued, supported, and equipped to contribute effectively from day one.
In this article, I wanted to share some ideas with my network whether you’re a hiring manager or perhaps you’re a candidate on the market and would like to understand what the next steps should be when joining your new company.
Dare I say it, I’ve noticed that there is a huge inconsistency across the board with onboarding new employees! As a head-hunter in the corporate governance field, I’ve experienced my candidates experiencing an onboarding process that is seamless with regular communication right through to the other end of the spectrum where there are delays in contracts, lack of communication, and the process being a bit ambiguous, so the new employee doesn’t know what to expect.
The purpose of this article is to give any organisation, hiring manager, or candidate an idea of what an onboarding process should look like, and a smooth one at that!
The admin bits!
The onboarding process should ideally start from the minute they have accepted the offer. Always ensure that their contract has gone out in a timely manner.
All necessary paperwork and equipment need to be ready by their start date! This may sound very basic, but always check the contract before sending it to the new employee! Believe it or not, there are some very common mistakes that can be made on title/salary, etc. This will only delay the contract being signed and impact the candidate’s start date.
Communication, communication, communication.
Keep in touch! Ensure someone from the team is staying in touch with the new employee, if they have any questions they have someone designated that can support them. This also allows them to build rapport with someone in the team where they feel a part of the team before they’ve even started!
Assign a buddy or mentor to help the new employee acclimate to the organisation, answer questions, and provide support.
I know we’re all busy but sending a warm welcome email from the boss or the rest of the team is always appreciated and a nice touch!
Expectations:
From the get-go, let the new team member know what they should expect on their first day (timings/plan for the first week, dress code etc) or if they’re working from home what time/date their laptop will be delivered. This pre-boarding stage helps to create a positive first impression and alleviates any concerns the new hire might have.
Going the extra mile:
Some companies create bespoke welcome packs. Perhaps a personalised sustainable coffee cup, a note pad or even a welcome card! The little things matter the most!
Overall, effective employee onboarding is a crucial step in building a strong, cohesive, and productive team. By following these tips and providing a supportive and structured onboarding experience, you can ensure that new employees feel welcomed, engaged, and ready to make a positive impact from day one.
If you have any questions about how to ensure your new recruit is clearly aligned to their role and expectations, please reach out, Sheena.Dattani@iac-recruit.com.
You can find out more information about professional services recruitment here.