Onboarding for success 7 often over-looked steps to a great new hire onboarding experience.

As employers, we put an enormous amount of

time and money into identifying, recruiting,

interviewing, and hiring the right employees.

But that’s where we OFTEN drop the ball.

Once the employee has joined the company , we STOP recruiting them.

First impressions really DO matter.

Be ready for the new hire.

STEP ONE

Send out an email to the office, so they are prepared to welcome the new employee.

Have ready the new employee’s security and access tools (badges, keys, IDs, security codes)

Provide a name plate on the desk or door as a sign that you have prepared the space.

Have the computer ready with the right software loaded.

Configure the new employee’s email accounts.

Have available user guides for any equipment or software he will be using.

Have business cards waiting.

Make sure the new work space is clean and cleared of clutter.

STEP ONE

Engage the new employee.

STEP TWO

Help him start building relationships.

Take time to introduce him to everyone.

Connect him with a mentor.

Give him a tour.

Take him to lunch on the first day.

Invite him to group projects and team meetings.

STEP TWO

70% OF EMPLOYEES SAY FRIENDS AT WORK IS THE MOST CRUCIAL ELEMENT TO A HAPPY WORKING LIFE.

Outline Responsibilities and Purpose.

STEP THREE

What does the role entail?

What are the guidelines?

How is success measured?

To whom does this person report?

STEP THREE

60% of companies fail to set milestones or goals for new hires.

Train today and tomorrow and the next day.

STEP FOUR

Start with systems and processes.

Don’t forget logins and access codes.

Logistics? Where to park, where to enter, dress code are all important.

What about safety and emergency procedures?

What does he need to know about the company’s product or services?

STEP FOUR

NEW EMPLOYEES WHO WENT THROUGH A STRUCTURE ONBOARDING PROGRAM WERE 58% MORE LIKELY TO BE WITH THE ORGANIZATION AFTER THREE YEARS. (The Wynhurst Group).

STEP FIVE

Give feedback.

STEP FIVE

Imagine being in a new town and trying to find a specific location. Without feedback that you’re on the right track you’d be lost.

What actions, behavior is acceptable.

What’s the best way to communicate to the boss, employees?

What’s the approval process for projects?

How does the performance appraisal system work? Formal, informal? Frequency?

STEP SIX

Have an Onboarding checklist.

STEP SIX

One checklist for each department (IT, Security, Office Manager, Production)

Every step in the onboarding process

Who should be notified that steps need to be taken? (New hire needs front door keys)

Be sure everyone involved in the onboarding is aware of when the new hire’s first starts.

STEP SEVEN

Stay the Course.

STEP SEVEN

Continue to engage the new hire. Make sure he is getting comfortable and getting to know people.

Be certain the new hire is clear on his role and responsibilities – especially if things change.

Make training an ongoing process.

Update and review milestones for progress.

Keep the feedback loop going – formally or informally.

Axcet HR Solutions8325 Lenexa Drive Suite 410

Lenexa, KS 66214www.axcethr.com

800.801.7557 | 913.383.2999