Various Dimensions of the Onboarding Process
It is the process of hiring new employees that is integrated into the organization. It includes activities that allow new employees to complete an initial onboarding phases as well as learn about the organization (called the orientation process) and its culture, vision, mission, values, and structure.
1. Sending An Offer Letter
By sending a message to the new member to express delight that they approved the offer
While extending a job offer implies that the organization values the new hire and their abilities, it shouldn’t rely solely on the offer to generate warmth and excitement. Nothing conveys the feeling that you can’t wait to work with someone more than a meaningful message. Outline their job duties, performance demands, and expectations in detail.
2. Early On Boarding For The New Employee
Reassuring the candidate that they made the right choice to take such chances in a new position When your applicant agrees to the offer letter, the employee on boarding process just begins. The 2-3 week period between accepting the offer and start day marks an important opportunity for gelling up.
Share role-relevant documentation, including background information on specific tasks the candidate may take on when they start. You might consider sharing the various pieces of information, some of which are:
A schedule for the first seven days (at least).
Their address of residence, mail address, contact number, and new login information for the company’s communication tools
Access credentials for communication tools or work management hubs
3. Greeting New Hires On The Joining Day
Deliver a personalized experience that makes the new hire feel joyful. Planning plenty of individual meetings with new colleagues makes the first day feel more worthwhile than over
planned.
Schedule a few meetings with the new employee to check in.
30 minutes in the morning for a greeting and at the end of the day for a debrief.
Provide new employees with a welcome kit containing office supplies that have been customised with your company’s logo and brand.
4. Orienting And On Boarding New Staff In The First Week
Help new employees learn more about what is expected of them in their new place while also imagining their future potential.
Send out a magnificent official statement for the new hire.
Plan meetings with collaborators and teams from across the organization.
Plan meetings with the company’s top performers and leaders so that new hires can hear their stories and learn from their experiences.
Make a list of daily tasks, the first 12 months goals, stretch goals, and key indicators for performance.
Provide information about the potential for advancement in their specific position or in the company as a whole.
5. Employee Engagement And Team Building
Provide opportunities for new workers to form relationships. While managers are not able to take part in networking for new employees, managers can add excitement to the onboarding experience by providing facilities for new employees to make connections throughout the office.
Plan some team-building activities for the new work force.
Conclusion
Successful employee onboarding processes are a mirror image of the time and effort invested for them. Every company should take the time to do their homework. The first few days have the most influence on a new hire’s outlook from the company’s side, whether positive or negative, and set the standard for their long-term relationship with the company.
