The recruitment process starts at advertising, employer branding & recruitment marketing, through to screening, interviewing, the offer, references and then once the contract is signed that is the end of the process right? Wrong!

The recruitment process doesn’t stop on an employee’s first day. In fact, this is a crucial time in the candidate cycle as it is when it is showing the proof in the pudding.

It is reported that organisations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent [Brandon Hall Group].

What is Onboarding?

Onboarding is the process of integrating a new employee into a company and familiarising them with the culture, policies, and procedures of the organisation to enable your new hires to feel welcome, engaged, and confident in their ability to do their job.

What does a good onboarding process look like?

A good onboarding process doesn’t have to be elaborate, and will look different in a multi-national organisation with 10,000 employees compared to a small start-up, but it should be well-planned, clear and should include the following elements:

Pre-boarding

Before the new hire starts, communicate with them via message or phone to give them an idea of what to expect on their first day. This could include an overview of the company, their schedule on their first day/week, information about the team they will be joining, and a list of things they will need to bring with them on their first day. Some companies include a welcome package which is a nice touch to keep the excitement up and to show your unique culture.

Consider these key factors to plan before your new hire starts: [Zappy]

• Company Culture (history, values, mission)
• Introducing teams
• Info on product and competitive landscape
• Working flexibility policy – hybrid working / working hours etc
• Internal policies such as annual leave
• IT-training and data protection
• Role-specific training
• Prepare assets such as keys, parking pass, employee badge or ID
• Order hardware such as a laptop, tablet, or smartphone. Make sure logins and accounts to

software and tools are ready

First Day

On the first day, make sure the new hire feels welcome and comfortable. Introduce them to their team members and provide a tour of the office. Give them a clear understanding of their job responsibilities and make sure they are getting set up with technology asap! Give them a 1-week plan of what their week will look like so that they aren’t left twiddling their thumbs.

First Week

During the first week, provide the new hire with a more detailed overview of the company and its culture. This could include a presentation by a manager, a meet-and-greet with other teams, shadowing staff or an explanation of company policies and procedures.

Another great onboarding tactic is a buddy system, so that your new employee has someone they can go to with any questions. This is ideally a colleague and someone that isn’t their direct manager so they can feel comfortable asking them about the culture and team.

The aim of the first week is to learn and to get your employee up to speed, so you don’t want to overload them, but having a process planned out is key.

First Month

During the first month, provide the new hire with more in-depth training and guidance. This could include mentorship, ongoing feedback, and regular check-ins to ensure they are comfortable and productive in their new role.

First 90 Days

Include an evaluation at the end of the first 90 days

The evaluation at the end of the first 90 days is a crucial step in the onboarding process. It's not just a formality - it's an opportunity for both the new hire and the company to reflect on the success of the onboarding process and identify areas for improvement. This is a chance for the new hire to provide valuable feedback on their experience and for the company to ensure that they are meeting the needs of their new employee. By conducting this evaluation, you can create a culture of open communication and continuous improvement, which will help your business thrive in the long term.

It's important to remember that the recruiting process doesn't stop at onboarding.

A good onboarding process is essential for the success of your business. It can help reduce turnover, increase productivity, improve employee engagement, enhance company culture, and enhance your employer branding.