Don’t let the onboardingprocess be solely managed from the Human Resources area. It also involves the managers and the teams themselves.
Offer your constructive feedbackduring every phase of the onboarding process . You will correct mistakes and build trust between staff and company.
Allow your new hire to be as independent as possible. Having an onboardingsoftware will help you simplify the onboarding process, since new hires will be able to communicate with the company and autonomously access all the documentation they need… all with a single click!
Be materialistic:Gifts are a great way to pamper and retain new hires. Even better if they are objects that bear the company logo, such as T-shirts, mugs, pens and so on.
Extend your onboardingprocess to the other phases of the employee journey . Remember that learning is an ongoing process in our lives and that all of your employees, even the most veteran, could benefit from refreshing their knowledge of the company they work for.
Onboarding trends to facilitate the onboarding of new employees Customize onboarding
The most successful companies know how important it is to adapt any onboarding process to the particularities of each employee. If a worker feels pampered and included, their integration will be faster and more effective. Likewise, it is necessary to adapt the ‘ welcome kit ‘ –all the documentation, training and communication that you usually give to your new employees– to the characteristics of each job profile. Below you can download a sample welcome letter, which although it may seem like a small detail, its impact is great when integrating a new member to the tea employee onboarding
The 21% of employees leave their jobs during the first three months of joining a new company. For this reason, the onboarding process has become one of the most important priorities for the Human Resources area in every sector. In order to carry out a successful onboarding it is important that you know all the steps that you must take, from the recruitment phase to the fulfillment of the first year of your new signing contract.
What is onboarding?
The onboarding or incorporation of new employees is a process designed with the aim of helping workers to successfully integrate into a company.The onboarding should be a process accompanying the medium to long term , which begins with the incorporation of the employee to the company and can be extended to several months later.
Thanks to a correct onboarding process you will get:
That workers start being productive as soon as possible.
That they trust and DO NOT leave their job after a few months.
The difference between onboarding and induction
The onboarding and induction are not the same, although they are often confused.
The first difference between these two practices is that the induction is purely informative and usually lasts a few days, while onboarding is a much more complete integration process and usually lasts for several months.
The second major difference between onboarding and induction is l induction has a unidirectional character (ie, supplied from the company to the worker), while one onboarding quality should always be bidirectional and based on a process of constant interaction between employees and the company.
Benefits of doing a good onboarding
We differentiate between short-term and long-term advantages of doing a good onboarding process. Short-term benefits of doing good onboarding
Adequate integration of the worker.
The worker absorbs the values that make up the corporate culture.
The worker begins to be productive earlier.
Doubts, frustrations, errors and misunderstandings decrease.
VIDEO: VALUES, THE KEY PIECE FOR THE COMMITMENT OF TALENT
Learn about a case study, about fit culture and employee commitment
Long-term benefits of good onboarding
Turnover rates are reduced.
Best employer brand or employer branding.
Higher productivity in the long run.
Better work environment.
The four steps of the onboarding process
Step 1: pre onboarding in the recruitment phase
The onboarding begins the search for the candidate starts. It is important that when writing a job offer and interviewing the most promising candidates, you clearly communicate:
Rules and schedules to follow.
Characteristics of the department or team in which the work offered will be developed.
We recommend you watch the video: Employer branding and talent loyalty. Learn about the steps to build a loyalty value proposition, and much more.
Step 2: onboarding on the first day of work
For every employee, the first day in a new job is a day full of doubts, concerns, hopes and expectations. Therefore, it is useful for someone from Human Resources to facilitate your induction (that is, the first phase of the onboarding process) and:
Accompany the worker to his job:
Introduce you to the members of your new team. Explain how the company works in terms of: entry and exit times, rest periods, meal breaks, shifts, organization chart, etc.
If the company has a software for human resources management, explain how it works and what type of requests it can make on a self-managed basis. The Employee Portal developed by Bizneo HR, for example, will allow your employees to easily access their personal information, be up to date with their training, projects or evaluations, participate in surveys and request as many absences, vacations and leaves as they need.