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Employee Onboarding - Step 7

Employee Onboarding - The Final Step Of The Recruitment Process.

Not only does it ensure your new employees get the best possible start to their new job, but it can also have a considerably positive influence on your business.

Employee onboarding makes your new employees feel welcome and prepared in their new position, which in turn gives them the confidence and resources to make an impact within the organisation.

Effective employee onboarding reduces costs associated with learning on the job, saves time training, increases morale and reduces turnover by showing the employee that he/she is valued.

Employee onboarding should not only be performed over the first few days of employment, but should also follow each new hire throughout their entire career within the organisation, consequently becoming an integral part of Employee Engagement.

7 Rules of Employee Onboarding

  1. Do not give false expectations. Nothing is worse than the realisation that the job you thought you were hired to do is completely different than what you are actually doing. For an employer, this can have many negative impacts such as demotivated employee, loss of trust and damaged employer brand. Clearly spelling out objectives and responsibilities diminish any confusion about a new employee's job function and instead opens up the floor to discuss concerns or new opportunities.
  2. Give your full attention to the new employee. You should not let emails, phone calls or other employees distract you during onboarding sessions as this can send a bad initial message. Make sure you set aside the appropriate amount of time to do it, letting others know that you are not to be interrupted while you are accommodating your new workers. You want new employees to think they are the most important item on your agenda.
  3. Introduce new employees to other employees. Before a new employee starts, send out an email to all other employees introducing him/her and ask them to help in making sure he/she is properly integrated (You can also copy the new employee in so he/she can see the effort you are making).
    On the actual first day, go around the office and introduce them to everyone, explaining how they will be working together.
  4. Prepare the new employee’s desk/workstation. Before the employee arrives on day one, prepare his/her desk with everything from paper and pens to keys and, if possible, business cards. Make sure the phone and computer are set up and potentially leave a copy of an organisational chart and employee list on the new hire's desk.
  5. Schedule one-on-one time to ensure you regularly connect with the new employee. If you can't do this every week or every second week, schedule feedback meetings after 30 days and also after 3 months. You can talk about their development and if they are still happy with their job. This makes your employees feel appreciated and will motivate them to work harder.
  6. Clarify the company culture. To avoid confusion, provide the employee with company information, policies, dress code and late policies. If your organisation has an employee handbook, leave that on the desk as well.
  7. Think beyond the first few days. After 1 and 3 months, ask for feedback on the new employee's performance and be sure to solicit feedback from the employee as well. Take this opportunity to address any issues of concern as well as note any accomplishments, so that all parties are confident that the new employee is set up for success in his/her role.

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Step 5

Step 6


Discovery Audit

Candidate Sourcing

Candidate Prescreening

Candidate Assessment

Candidate Selection

Employee Engagement

Employee Onboarding

For more information contact usor call us on 08453 881123


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