After applicants successfully go through the demanding process of recruitment and are hired by the company, their next step is to go through employee onboarding. New employee onboarding is a key process of introducing new hires to the company’s environment and culture. It’s a transitional period where they learn new and necessary knowledge, skills, and behaviours to effectively fulfil their organisational roles.
For the HR department, employee onboarding is the next critical process after recruitment. It begins on the day HR makes an offer to a new hire until the person becomes a productive contributor to the organisation. The first few weeks and months are crucial to monitor the employees’ experience with the entire management– from managers to their respective teams, as well as the workplace culture to ensure high retention.
What are the benefits of employee onboarding? What are the components of an employee onboarding program? How can the HR department design an effective program for in-office and remote employees?
Advantages of Employee Onboarding
Recent surveys and studies have validated that employees also highly consider applying for companies with a healthy work environment apart from better salaries and benefits. Aside from the chance to impress new hires, employee onboarding should not only be limited to focusing on completing new hire paperwork and introducing them to the necessary tools they’ll be using. The onboarding program should make them feel part of the team and get them excited on their new journey with the company, which establishes their expectations, commitment and performance.
Positive employee experience
Among others, there are two things that happen when employees don’t enjoy their experience at work: they resign, or the quality of their work and productivity levels become low. It falls on the HR’s responsibility to frequently check on the satisfaction of their employees.
Higher employee retention
Employees stay long if opportunities are thriving within the organisation. They need new activities and learning experiences to enable them to explore new ways to be engaged in their work. A lateral promotion is a good way to encourage employees to try new responsibilities and access new skills.
Increased employee engagement
Partner new hires with tenured employees who show active commitment and engagement. This makes the new employees feel part of the company. In addition, it helps them prepare for their day-to-day tasks.
Stronger talent attraction
Disappointed employees will make their opinions known publicly about the company. Build a strong brand by genuinely building a positive workplace culture and environment. This always starts during the employee onboarding program and should continue to be better during the duration of the employee’s time in the company.
Healthier work environment
A healthy work environment leads to higher productivity and employee retention. An effective onboarding program sets the tone for how new hires will navigate their stay in the company. It helps boost the employees’ confidence. It will also be easier for them to align their values with the organisation.
Employee Onboarding Program
Employee onboarding programs are different for every company. Depending on their culture and goals, it’s important to have clear and definite objectives for their onboarding process. Throughout the program, HR should set employee expectations, help employees define their roles, and provide and ask for feedback. It makes the entire process successful, effective and a long-lasting learning experience for everyone involved.
Before Onboarding
Develop strategies that show the company’s preparedness and enthusiasm to welcome new employees. Send an email that includes all the information they need to know about the organisation – benefits, organisational chart, etc. Let them prepare their questions as well. More importantly, this is the time to set up their equipment, tools and passwords. Send the paperwork they need to fill up so that the orientation and training schedules will be managed efficiently.
Orientation
This is the time to formally introduce the new hires to the organisation’s vision, mission and culture. Some of them may have skimmed through the information kit that was sent to their emails. They’ll surely be overwhelmed with new information. Set a few days or a week to distribute all the important information if possible.
Foundation
New hires won’t be able to absorb everything in a week or a month. According to Gallup, there are five questions new hires must ask themselves to help them succeed in their roles:
- What do we believe in around here?
- What are my strengths?
- What is my role?
- Who are my partners?
- What does my future here look like?
Mentoring
New hires need strong mentors that will inspire them to become successful contributors. They need someone who will guide them through the overall culture and nuances within the organisation, and not a partner who will act in authority and intimidate them. Their buddies or mentors will demonstrate and expose them to the necessary processes involved in their roles.
Reboarding
Reboarding means updating employees with new and current projects, administrative processes, organisational structures and relationships. New hires and employees who are promoted may feel anxious about the changes that may happen every few months. HR must continue providing the necessary training to help them adapt to these changes successfully.
Onboarding contingent and remote employees
Contingent and/or remote employees may be slightly different from regular employees in terms of contract status and/or physical presence in the workplace, but that doesn’t mean they are not important to the company. HR may set up or adjust its onboarding program virtually, especially with remote workers, to consistently create a strong workforce for the organisation no matter the status.
Find a trusted recruitment process outsourcing who knows how to administer employee onboarding for permanent and contingent workers. CXC is one of the leaders when it comes to contingent workforce management. Aside from effectively managing a global contingent workforce, we enable various corporate programs from talent recruitment to international compliance.
CXC is a global HR outsourcing organisation with 30 years of experience in workforce management. Our innovative and cost-effective solutions help companies gain a competitive advantage by improving efficiency while reducing risks.
Contact CXC today to start enabling your future workforce.
