Employee Onboarding – The Important Steps & Processes!
Maintaining your newest hires’ happiness and motivation as they learn how to perform their new duties is crucially important during the employee onboarding process.
Here is our guide to the onboarding procedure and how to provide everyone involved the best experience. Find the best onboarding procedure by reading this post all the way through.
Let us start by understanding the meaning of Employee onboarding.
What is Employee Onboarding?
Employee onboarding is the process by which recent hires acquaint themselves with the business, its employees, and its culture.
On one hand, and this is the typical goal of employee onboarding, an onboarding period’s purpose is to have new workers operational as rapidly as feasible.
Onboarding is also utilized to influence the crucial initial impressions that new workers have of the organization, which is a relatively modern function.
From the moment you extend an offer until the person begins to truly perform their job duties, this period is known as onboarding.
The term “onboarding” refers to every procedure that takes place at that time, such as the training program, the performance metrics setup, and the feedback loop.
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What is Employee Onboarding Process?
The first stage in developing a relationship with a new employee is employee onboarding. Incorporating that new employee into your organization’s team, values, culture, systems, and processes is a transitional process.
The onboarding process, which involves management, other co-workers, and the HR and people departments, can last up to 12 months. It begins when a job candidate accepts their offer and concludes when they are a fully integrated, productive employee who is making a contribution.
But the employee onboarding procedure should not include a lot of paperwork and administration. More crucial is assistance in accelerating toward peak productivity and cultural and social acclimatization.
What is the Importance of the Employee Onboarding Process?
Here are the points reflecting the never-ending necessity of having a very efficient onboarding process in an organization.
- After a drawn-out interview process, an employee’s first engagement with the company occurs during employee onboarding.
- Your employee can regret accepting the job offer if the experience falls short of their expectations.
- A subpar onboarding procedure may offer new employees a bad first impression, which may color their impressions of the company and lead to an early resignation.
- To assist your new hires in settling into their positions, learning about the company, getting clarification on their job responsibilities, and building positive relationships with co-workers, you must have a strong employee onboarding process.
- HR managers already have a lot on their plates. Even just the prospect of dealing with the enormous quantity of documentation required for the onboarding process gives me the willies.
- Employees that have a positive onboarding experience not only feel welcomed but also integrate more quickly into the current organizational family.
Therefore, shortening the onboarding process for new hires not only makes a good impression on them but also lightens the load on the HR department.
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What are the Steps of Employee Onboarding Process?
1. Making the offer public
The hiring procedure is immediately followed by the onboarding step. A nice welcome email containing a few important documents, including the offer letter, links to complete digital onboarding forms, and policy documents are delivered by an HR manager after a candidate is chosen.
The employee becomes familiar with the organization’s culture and knows what to anticipate by maintaining transparency in the approach.
2. First office visit
Give the potential employees a clear glimpse of a typical day at your place of business.
The ability to function well in the workplace has a significant daily impact on employees. Workplace compatibility may even be a good indicator of a candidate’s general suitability for your business’s culture and working methods.
Best practices:
- Show prospective employees their workplace (and what equipment they will use to complete their work).
- Lead them through the workplace gradually. Allow them to explore and inquire so they will know you have nothing to conceal.
- Describe them to everyone you come across.
- Show them useful areas that might not be exciting, but which they will undoubtedly visit frequently.
3. Sending a letter of offer
Express your gratitude and joy at having been chosen by your rock star candidate—likely from a big list of other employers.
While making a job offer shows that you value your potential employee and their abilities, you shouldn’t rely just on the offer to generate interest and warmth. Nothing more effectively conveys your eagerness to work with someone at home than a considerate note.
Tell your new hire how happy you are that they accepted your offer by sending them a note in Sapling. Clearly state the duties, demands, and expectations of the top-level position. Your final opportunity to avoid surprises before candidates start working with the team may be in the offer letter.
4. Acceptance of the offer
The top companies will arrange a brief phone call as soon as the candidate accepts the offer to go over the paperwork, benefits, and expectations. Maintaining the new hires’ interest will confirm their decision to accept the offer and help them develop close emotional bonds with the company. The ideal time to begin planning the schedule for staff orientation is now.
5. Waiting time
The mere fact that an employee accepted the offer does not guarantee that they will show up on the scheduled joining day. The worker can be open to offers from additional possible employers throughout the waiting time.
Therefore, developing a strong relationship with the employee is crucial. Let the worker know that you value them. Planning the waiting period when you’re creating your staff onboarding procedure is a good idea.
6. First day after joining
Most new hires experience conflicting emotions on their first day. At the same time, they experience anxiety, joy, excitement, and nervousness. Therefore, the main responsibility of HR managers is to make sure that new employees are comfortable and at home. Giving new employees a sense of community will increase their commitment and sharpen their attention.
7. Orientation and Training
The organization’s culture and business objectives are outlined in orientation workshops for new employees. This stage provides new hires with pertinent information about the company’s teams, team procedures, and corporate regulations.
Since the majority of employees need some basic training to get started, most businesses arrange the training program to get their staff members up to speed as soon as possible.
8. Ongoing Team Building & Employee Engagement
Give new workers the chance to establish important connections. While you are unable to join in the networking and socializing of your new hire, you can definitely give them plenty of opportunities during the onboarding process to network with other employees.
There are many enjoyable or recreational activities you can do to engage your staff and help them feel a part of the company.
Conclusion
For any business, the onboarding of new employees is a really important time. This is the time to set up a solid, long-lasting employer-employee relationship. Onboarding procedures that are poorly organized have serious (financial) repercussions.
There are various things to bear in mind while creating a great onboarding program. Of course, there is also the more pragmatic aspect of the procedure, such as making sure the pertinent paperwork is in order and that your new hires arrive at the office with all the required hardware and software.
You can automate and streamline (significant portions of) your staff onboarding process, depending on the funding you have available. Making sure your new hires are off to a strong start in your company will be greatly aided by doing this in addition to saving you a tonne of time. and raise your likelihood of sharing a happily ever after.
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