Whoever thinks recruiting is an easy task surely hasn’t read or experienced onboarding. Especially when it goes wrong. Recruitment is an expensive process, both in terms of money and time.
Finding the right candidate out of the pool, ensuring their interests match with the organization, collaborating with them, and making sure that they will retain the company is a risk that HR managers take. HR Managers play a huge role in creating the dream team for an organization.
The hiring process is a lot more than just your face to face interviews. There are plenty of aspects that are attached. These may include connecting with the prospects, conducting an interview, conducting a test if needed, final rounds of interviews, and then comes onboarding.
Effective onboarding is vital to ensure the retention period of the newly hired individuals. The more seamless and relevant the process is, the more quickly your employees will be able to start performing on the job.
In this article, you can read about how you can make your onboarding process during the hiring phase effective.
Table of Contents
1. Hold face-to-face virtual sessions
The power of communication is often underestimated. It is highly suggested to get in touch with the new recruits way before their date of joining. If possible, once the offer letters have been signed, connect your new employees with their team members before their joining date.
If you are a remote-working firm, hold virtual face-to-face sessions using web conferencing solutions. This will help new employees bond with their colleagues before they start working, making it less uncomfortable for them to work.
With face-to-face interviews, you will also be able to read the body language and facial expressions of these new hires.
2. Introduce collaborative partnership
Collaboration in any form induces a sense of inclusion among new hires. They don’t feel left out. You can do this by pairing new employees with seasoned employees. The seasoned employees can act as their buddies and help them understand the nitty gritty of the organization.
Your new employee will have a reliable friend and your seasoned employee will get a sense of gratification for being the chosen one. They can introduce the new employee to the team, solve their queries, provide training, and help them learn on the job.
3. Plan ahead
What many HR managers do is leave the documentation for the last moment. In the process, they don’t organize the forms and panic when they are not able to find them when they are actually needed. It is always better to plan ahead. Your employees are already very anxious about joining the new firm.
The lack of a plan will further increase their stress levels. You don’t want your new hires to feel they are not valued enough by your organization. Thus, organize in advance, induce an exceptional onboarding process, add a structured timeline, and offer a remarkable experience to your employees in their initial days.
4. Check-in frequently
So you have handed over your new employee to a seasoned employee and he or she is now helping the new hire settle down. That doesn’t mean you will move away from your responsibility.
Even after your new employee has settled down in the organization, make sure to check-in every now and then. Understand how their experience is, learn about issues they are facing, and offer advice if needed. You were their first contact in this organization and it is always better to stay connected with them to help them remain comfortable.
Conclusion
Onboarding is stressful for both HR managers and new employees. With the right strategies in place and a structured plan in hand, you can make this seamless for both. What are some onboarding tactics that you follow for your organization?
