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/ The Art of On-Boarding: How to Get It Right

The Art of On-Boarding: How to Get It Right

Jan 19, 2020 |
Employers,  |
Mitchell Riley |
How to Create Solution-Focused Employees

If the recruitment cycle at your company has just ended, it’s likely that you’ll have a number of new hires joining from the start of next week. 

This is a crucial time, because the on-boarding process plays a central role in an employee’s long-term experience with your company. You need to help them ease into the new environment and gradually familiarize them with the norms of the company. 

Without proper guidance and a formal orientation, new recruits will not reach their full potential—and that’s not an outcome employers want to see! 

Here’s how you can make sure it all pans out smoothly. 

Prior to Day 1

Here are a few logistical issues to take care of before welcoming a new member into the team: 

  • Make sure all the paperwork is ready
  • Assign a mentor to them
  • Explain their short-term and long-term goals to them in detail
  • Prepare their workstation beforehand
  • Make sure their desktop/laptop is in perfect working condition
  • Supply them with all the reading material (for e.g., the employee handbook) they’ll need before the first day
  • Walk them through the premises

Have a list of FAQs 

When a new person joins your team, everything from coffee-break routines to conference room protocol is new to them. So it’s natural for them to have a lot of questions. Without proper guidance, they may feel ill at ease every time they have a query. 

So it’s best to have a FAQ portal that caters to common problems that new recruits face. This saves them from the embarrassment of bothering other employees with questions and eases the on-boarding process. 

Start off With Small Goals

Setting attainable goals in the beginning is really motivating for new recruits. Achieving these goals within their deadlines boosts their morale. This is crucial to their productivity, which drastically increases each time they feel appreciated or acknowledged for their work. 

Setting complex long-term goals in the beginning is daunting, and might scare away employees. On the first day, sit your new hires down and walk them through what their first few months will look like. Tell them about the kinds of work they’ll be doing, how it will eventually ramp up, and where they should realistically expect to be at the end of their probation period.

Set Up a Meet-and-Greet Between Employees and Clients

Begin with GratitudeOne of the many challenges that new employees face is understanding client requirements and delivering projects accordingly. Getting the hang of things can be tricky for a fresh graduate. 

In order to ensure that your new hires understand the mission of your business and uphold your standards, you need to train them well. 

Arranging a meeting between your employees and their clients increases engagement between both parties. After this meeting, your employees will be better able to fulfill their responsibilities. 

One way of doing this is by scheduling new hires along with appointments with clients; this gives them a hands on experience to witness on their first few days on the job.

Despite all of these efforts, you could still land the wrong person for the job. Finding the right fit for a position can be difficult. But you can trust our commercial recruitment service for finding the most qualified individuals and conveying all the career opportunities available at your firm. 

Check out our website for more information on what we do.

Posted: Jan 19, 2020
Posted by: Mitchell Riley
OPS Staffing | + 1 (888) 482-6019

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