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Just recruited a new employee? Do these 4 things next...

Research tells us that having a good onboarding process in place has a direct impact on your employee's intention to stay and getting your employee's performing faster in their new role! It's easy to develop and implement. Even a basic process will bring results.

Here are the 4 practical steps you should implement in your organisation to have an industry standard onboarding process:

1. Have a list of everything that needs to be done.
Have a fully mapped out plan for everything that needs to be done when you hire a new employee. This will include everything from sending the initial offer paperwork, setting the new hire up with the tools for their job, to a program for the first 90 days of employment.

Go through each step in detail. Include everything the new hire needs before they do. Any time spent waiting for a laptop, paperwork, or for clearance to be granted, is a productivity loss for your organisation.

Define every step in your onboarding process, so you can prepare everything for a new hire before they even arrive.

2. Get paperwork out of the way early and quickly.
Paperwork is the most boring, confusing, and frustrating part of the onboarding process. So much can be held up by a missing signature on one piece of paper.

Get your paperwork out of the way as soon as possible. The faster you finish off paperwork, the faster you can focus on the engagement side of onboarding.

3. Get organised before your new hire arrives.
Setbacks in the onboarding phase give the impression your new hire is not expected to be productive immediately.

Have everything from a desk to login details ready for new hires will mean they can hit the ground running rather than sit around twiddling their thumbs. All they have to do is sit down and use their login details to get started.

Work through your own list and make sure everything has been completed as planned.

That way, you can welcome your new hire with the confidence they will have everything they need, because you went through the steps yourself.

4. Assign them a mentor or buddy.
Assign someone at a similar level to your new hire to be their mentor or buddy. This doesn't have to be someone more senior than the new hire, nor does it have to be someone from the same department.

Pick someone who you feel would get along with the new hire, and someone who recently went through the onboarding process themselves if possible.

Mentors give new hires a starting point with building relationships in the office. Mentors can also help with handy tips outside of the office, such as great places to eat or the best commute.

Mentors have that human element that checklists lack. The right mentor can start a friendship that lasts the new hire's working life at your organisation.

If you're wanting an easy to implement checklist designed specifically for your organisation, log on to www.hrtactics.com.au and send me a message from there. I'll contact you back and let's develop one you can use straight away.

Jackie Strachan

HR Tactics

HR Solutions for SME's – practical, easy to implement, cost effective.