Onboarding Can Make or Break a New Hire’s Experience

Did you know that there is a direct relationship between employee retention and an effective onboarding process? 

Onboarding is one of the most important aspects of a new hire's experience. It can make or break their impression of your company and ultimately affect whether they decide to stay with you or run for the hills!

That's why it's so important to have a well-organized and streamlined onboarding process.

This blog post will discuss the importance of onboarding and offer tips for creating an effective onboarding process.

The Onboarding Process: A Quick Overview

Onboarding is the process of integrating new employees into an organization. It begins with an orientation when a new employee first learns about their job and company and continues until they are fully acclimated to their new role.

The onboarding process can vary from company to company, but most onboarding programs will include some combination of the following:

• Job training
• Company culture orientation
• Compliance training

Onboarding is important for several reasons. First, it sets the tone for a new employee's experience with your company. If onboarding is disorganized and chaotic, that will be the employee's impression of your company as a whole.

On the other hand, if onboarding is well-organized and streamlined, that will give the new employee a much more positive view of your company.

Second, onboarding is an opportunity to instill your company's values in a new employee. By orienting them to your company culture and teaching them about your company's mission, you can help them understand what your company is all about and why they should be committed to it.

Finally, onboarding is a chance to ensure that new employees have the knowledge and skills to succeed in their new roles. By providing training on the job and teaching compliance with company policies, you can help them hit the ground running and avoid any bumps in the road.

Common Mistakes with Onboarding

Now that we've discussed the importance of onboarding, let's look at some common mistakes that companies make.

One of the most common mistakes is to onboard employees without involving their managers. Yet, the manager-employee relationship is one of the most important relationships in any company, and onboarding is the perfect time to foster that relationship.

Another common mistake is to onboard employees without considering their individual needs. Every employee is different, and onboarding should be tailored to each individual's needs.

Finally, many companies make the mistake of onboarding employees without including their colleagues. Onboarding is not just about learning about the job and company - it's also about meeting new people and making friends.

Common Timelines of the Onboarding Process

Now that we've discussed the importance of onboarding and some common mistakes, let's look at how most companies implement their onboarding.

We'll look at a timeline that many companies use and try to pinpoint areas that could be improved. We'll discuss those areas and how we can improve them.

Day One: New Employee Onboarding Begins 

Many companies will expect their new hire to fill out the necessary paperwork on day one. Items such as proof of work eligibility, identity, education and so on need to be produced, and forms completed.

Ensure that your new hire is aware of the items they need to bring, including any police checks, security checks, and other forms of certification that would make them eligible for their first day.

This is boring but necessary. While many companies might dress it up, it doesn't change the fact that it needs to be done. It is best to be straightforward, clear, and insightful of the requirements before getting started.

In the next week, you should assess your new employee and personalize the onboarding process. Every hire is different and has different needs. Make sure that their needs are heard and taken care of to make them feel welcome.

Week One: Company Orientation and Job Training

Over the week, you'll notice that your new hire will begin to feel more comfortable, can absorb more information, and complete tasks within their job role.

This is the time to introduce them to your company's culture, values, and mission. It's also a good time to provide job-specific training. By the end of the week, they should understand what their role entails and how they fit into the company as a whole.

Week Two: Job Shadowing and Meeting the Team

This is a good time for them to start working with their colleagues and have them shadow someone in their job role. This will give them a better understanding of the day-to-day tasks involved in their job and how they fit into the team.

It's also a good time to start meeting the rest of the company. In addition to their colleagues, they should meet other employees in different departments. This will help them to understand how the company works as a whole and how everyone fits together.

Week Three: Assessing Progress and Giving Feedback

At the end of the third week, it's a good idea to sit down with your new hire and assess their progress. This is a good time to give feedback on their performance and answer any questions they might have.

It's also a good time to start thinking about their development plan. What goals do they want to achieve in the next year? What skills do they need to develop to reach those goals?

Week Four: The Final Stretch

The fourth week is a good time to start thinking about the future.

• What are their long-term goals?
• What does their career path look like?
• How can the company help them to achieve those goals?

It's also an excellent time to give them a final overview of the company and how they fit into it.

A Better Timeline: Using Onboarding Software

The timeline above is great; however, there is some room for improvement. Let's take a look at some of the ways we can make the process better.

Week 1 and 2: Onboarding Automation

The initial paperwork you need to complete may include requirements from your government, and depending on the field, you may also need additional paperwork. For example, if your new hires are to be caregivers, they will need to provide the proper credentials.

This is where onboarding software comes in.

It can keep track of all the necessary paperwork and onboarding activities, so nothing gets forgotten about or lost in the shuffle.

Secondly, on day one and the rest of week one, we discussed orientation and learning about their new role. With onboarding software, all of these onboarding activities can be automated.

This means that your new hire can complete them at their own pace, in their own time, and they won't feel like they're being bombarded with information all at once.

Additionally, with cloud-based software, your new hires can complete these in the comfort of their own home. They won't have the distraction of a new environment or the pressure of the first day and can learn in a more relaxed setting, before they even start with you.

If your new hire is already prepped and ready, they will be prepared to start their job on day one with a positive attitude.

Onboarding software will also help keep track of your new hire's progress and let them meet the team on day one instead of making introductions later in the week. As a result, they will be ready to shadow their colleagues and start their tasks sooner.

Week 3: Data-Backed Feedback

In week three, you will want to assess the progress and give feedback. However, this can often cause problems, as you may forget what has been covered or what still needs to be addressed.

With onboarding software, you can keep track of everything covered and identify any areas that need improvement. This way, you can give more targeted and specific feedback that will help your new hire improve their performance.

Week 4: Using Data for the Future

Finally, you will know your new employee a bit better in week four. This is a perfect time to discuss the goals, but what better way to do so with organized data collected by the onboarding software?

Onboarding software doesn't just automate the onboarding process; it also helps you keep track of your new hire's progress and give targeted feedback. It's a valuable tool that can help to make sure your new hires have a positive experience and are set up for success from day one.

When done right, onboarding can make all the difference for a new hire. With onboarding software, you can take your onboarding process to the next level and set your new hires up for success.

Check out our free onboarding checklist for more information!

Onboarding with Intuto: Start Today

If you're looking for onboarding software, look no further than Intuto. With our easy-to-use platform, you can create onboarding programs tailored to your specific needs.

Get started today and see the difference onboarding can make for your new hires.

Intuto offers a free trial, so you can try it out risk-free! Contact us today!