Hiring is a two-way street. To begin a hiring journey, the candidate must woo the potential future employer. For the candidate to stay on the journey, the employer must woo the new hire. 33% of employees knew whether they would stay with their company long-term after their first week. This is where the onboarding process starts its work.
A candidate may not understand your company, its values and its mission until they hit the ground running with your team. How can you ensure that the new hire you spent so long searching for stays? Start with these five onboarding tips:
A Welcoming Desk
Having your new hire’s desk ready to go when they arrive may seem like a simple gesture but it can speak volumes. The more unprepared you are for your new hire, the more they’ll feel you hired them on a whim. Having their desk prepared for them also allows them to start working faster, which saves you money. Here are some aspects to keep in mind when preparing your new hires desk:
- Set up as much of their intranet connections as possible. They can change their info at a later time if they prefer, but setting it up before will help them feel like they belong.
- Have their computer ready to go with any programs they may need already installed and ready to go.
- Have a starter kit ready to go full of company swag or items they may need around the office such as a notepad or pens.
Read more: Nobody Puts Onboarding in a Corner
Career and Personal Development
One of the perks you may have mentioned during your hiring process is that your new hire would have opportunities to grow, develop or advance professionally. You may not be able to offer much in their first week, but what about helping them conquer one of their greatest fears? That’s exactly whatMedallia tries to accomplish during theironboarding program.
Getting lost, donating blood or speaking in public? These fears are all on the table during the Medallia onboarding process. They proved a safe and supportive environment for their new hires to overcome something that may have been holding their new employee back for years. They may not offer professional development immediately, but they do offer personal growth and the opportunity to overcome your fear of spiders.
Tip: Career and personal development can go further than the workplace. Find out what they want to succeed in and how you can help. You may discover a talent of theirs your team can utilize you didn’t know about before.
The last thing any new hire wants to do is a mountain of paperwork. Instead of giving them an oxygen mask in preparation for their ascent of Mount Papermanjaro, try making the process a little fun.
Valve has created one of the best, and most entertaining employee handbooks. It was created by their employees due to how bad their onboarding process was. It would take some employees up to 6 months to get fully operational. The best part is that it’s fun to read while still outlining all of the information necessary to thrive in the company. The book begins with calling it “a fearless adventure in knowing what to do when no one’s there telling you what to do.”
Not every company is going to have the time, energy or know-how to create an employee handbook that’s entertaining. What you can do is:
- Complete and fill out as much of their new hire paperwork as you can before their first day.
- Give your new employee an electronic copy of everything they may want to read over or refer back to for the future.
- Utilize the ability of an electronic signature as much as your new hire feels comfortable with. It will save you money and help further streamline the process.
- Ditch the paper process and start fresh with a new paperless onboarding system.
One of the most difficult things for a new hire to understand is the impact of their daily work. They will most likely be excited about their new work environment, new coworkers and probably their new salary, but what about the actual job? 64% of Millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a job they think is boring.
How can you make your new hire more excited about their job? Show them the big picture. What your company does is exciting, and they should know that. Your new hire may not understand how their specific work impacts your company's greater influence. They’re a part of your team, knowing how their work affects others on their team can change their entire perspective.
Tip: Show them what each one of their team members does and how their work will impact them. Then show them how their team works together with other teams to produce your final product.
One of the keys to getting a new hire started is getting them familiarized with their team. Building work relationships as fast as possible will help build company culture and retain your new hire as well as your current employees.
51% of respondents in a Gallup survey reported they work with passion and feel a profound connection to the company when they have a best friend at work, compared with only 10% of those who don’t have their best friend working with them.
Building a great team starts at the beginning of each hires experience. Create the best experiences with these team building activities:
- Take your new hire and your team out for lunch or dinner after work.
- Have a trivia game where your team gets to know your new hire.
- Take a team walk to show your new hire around the area you work in.
Winning over a new hire with an onboarding process can seem unnecessary but that couldn’t be further from the truth. A standard onboarding process creates 54% greater new hire productivity. Get your new hire up and running as fast as possible with the right onboarding program for your company. Save time and money with benefits in engagement, retention and productivity. Start your one-on-one demo today and keep your new hires on a journey with your company.