You’ve gone through the interview process and you’ve met with a few potential candidates you really like. After going over your notes and taking some time to think through who would best fit your role (and your culture), you find the candidate you believe fits perfectly with your company.
This isn’t just any candidate, either. This candidate has exactly what you are looking for in a new hire: they fit the company culture, possess the skills you are looking for, and give you excitement about what they can bring to the company. You like what you’ve found, and you want to make sure they stick around.
You offer the position and they accept. You can’t believe your find! So now what?
When a new hire is brought in to the company, they go through the onboarding process. The onboarding process is typically thought of as all the paper work, training, and first day orientation. However, the onboarding process is more than that, and the strategies of onboarding are changing and becoming more modernized. Here are just a few trends we’re seeing.
- From paperwork to technology. Many companies are starting to lean towards an automated process – but this doesn’t mean they are eliminating face to face contact. This new automated process is being used mainly for paper work, whether it be having forms filled out online, or just storing paperwork in files that are accessible to all who need them. Focusing less time on actual paperwork and using an automated process can mean more time to focus on training, and taking the time to get to know more about your new hire.
- The first impression. The most important aspect to remember when onboarding a new hire is the first impression. First impressions are all it takes to formulate an opinion, and this opinion could be a deal breaker for the new hire if not executed correctly. Did you know it takes anywhere between six months to a year for an employee to make his or her first impression on the company? But what you might not have considered is that this is also the time for the company to make an impression on a new hire. If the first impression does not impress the employee, this can cost the company key talent. However, fostering a great impression for the new hire can result in a sense of culture, loyalty, engagement, encouragement and excitement for the new hire.
- It’s in the detail. It’s not that hard to make a good impression. Have your new hire’s work space set up and ready to use when they arrive. Offer a small welcome gift. There should also be a substantial amount of new hire engagement taking place. Some examples of new hire engagement could be taking the new hire out for lunch, or holding a meeting to introduce him or her to their coworkers. This leads to happy and engaged employees who are much more likely to continue their employment with the company. Keeping the new hire engaged and happy eliminates the risk of them leaving and the company having to start the hiring process over again.
It is important to remember that onboarding is a continuous process and should be ongoing throughout the first six months to a year, rather than only the first week of employment. Having a solid onboarding process will help create a great first impression for the new employee and will help you keep the employee happy, engaged and less likely to leave the company.