5 Things Every HR Manager Needs To Include in Their Onboarding Program

Hiring new staff is a time consuming and expensive process. When you factor in screenings, orientation and training, it can be a significant drain on resources. If for no other reason than conserving those resources, onboarding must be a critical part of the hiring process. Stretching far beyond a basic orientation, it is a chance to get employees engaged and interested in the company from the very start. A solid onboarding program will start at the very earliest stages of interviews and progress throughout the entire hiring process. When implemented properly, it will aid retention efforts by helping you find engaged, productive employees who align well with company culture.

1. Take Time to Get to Know New Employees

Interviews are a time to learn about employee qualifications, sure, but they are a chance to learn more. Ask questions that will tell you about their personalities, too. Research questions that can help draw out personality traits that you are looking for and the ones you want to avoid. Take time to go over sales territory mapping with new hires to see if they have a preference for or insight into a specific area. Give your full attention — both physical and emotional — to the process, so each new hire feels valued and respected. If you decide to ask personal questions, be sure to stay within the confines of employment law.

2. Share Company Values and Practices

Each business will have an established set of values, norms and traditions that it observes. You must share these things and any others that drive your company with any potential new hires. Be clear and direct, so they know what is welcome and what is not. Be sure to include both formal and informal corporate norms for the workplace so they can start off on the right foot. It is also a good idea to go over a brief history of the company, highlighting any notable achievements and detailing what direction it is poised to go in the future.

3. Create a Team Environment

A growing number of businesses are operating with established teams that work cooperatively to generate results. These collaborative teams work best when the employees assigned to them share values and working styles. As the onboarding process progresses and you get to know new employees, and they become familiar with the existing company culture, natural teams will emerge. A proper onboarding process will allow employees with complementary values and ideas to blend into teams. Instead of strife, you will establish groups that work well, which increases production and morale among staff.

In addition to increasing productivity, creating a social connection between employees improves morale and engagement. That creates an environment that employees can thrive in, as well as one they will be less likely to want to leave. Make establishing a social support network part of the onboarding process. It can be as formal or informal as you like, as long as it works to build meaningful connections.

4. Let Employees Know You Are Invested in Their Development

Employees often want to know that there is room for them to grow within a new company. If that is a possibility, highlight any potential training and development opportunities during the onboarding process. This helps brand new employees see themselves within the organization in the future, which helps with engagement and retention efforts.

5. Create Employee Engagement From the Start

Employee engagement is critical to retaining top staff. Take steps to encourage that engagement from the very start by asking direct questions and helping each new staff member establish their place within the company. Include the best training opportunities possible so they can learn how things work while in an encouraging and supportive environment. Leave room for questions and self-guided exploration of different areas so that each person can find what works best.

While each new employee will go through the onboarding process in a unique way, it is best to have an established program to follow. Team building, an overview of company values and development opportunities should be covered. In addition, use the time to get to know each new staff member and help them find their place within the company.