Adding new talent to your team is an exciting process. However, it can also be stressful for you and a new employee if you skip the onboarding process. Having a solid plan can make things easier for you and your team and help a new co-worker to start.
So, what is onboarding? It is not about giving free extras like a branded cup and pencil; it is a full set up of the employee. The ultimate goal of onboarding is to make sure that talent can start working efficiently. The process requires supplying your new co-worker with tools and support to help them be productive.
In our view, onboarding consists of a business intro, role, and expectation, introduction and welcoming, support, and tools. Let us explore each step.
Step 1: Business introduction
During the interview, human resources specialists are usually giving a brief overview of the business. Yet, it is focused on the role goals and their impact on the company.
If you are the one who onboards new talent, you need to provide a more in-depth overview of the business, its markup, roles in the company, and people your employer will interacting with.
Business mission, vision, and values review
Make sure a new talent fully understands the core values of your business. Telling more about mission, vision, and values is mandatory. It gives an employee a sense of value, the ability to influence core business decisions, and the most important fully grasp of the role he or she plays.
Additionally, it encourages new team players to work harder to comply with your business goals and allows them to be more engaged. Hopefully, before hiring a person you verified if he or she fits your company culture. It’s not a good idea to hire only for hard skills.
Structure of your business
Explain the structure of your business. Cover each section of your organization, like administrative, executive, finance, marketing, production, delivery, quality control, and business development departments. Prepare an overview of each branch and tell the new hire about their roles and duties.
It will save the employee a lot of time finding answers and understanding where to search for help or where to pass a suggestion. Each team member, whether it is a salesperson, support agent, or a developer, should fully understand his or her role in your company.
Step 2: Discuss the role itself and what you are expecting
Never leave your employee without a clear description of the role and what you are as a business executive expecting from it. Make sure your new hire knows what they need to produce and when and how often. Additionally, you need to confirm the work schedule and possible meetings.
You need to set specific, measurable goals for your new employees. It will give them more sense of what their duties are. Moreover, it is essential to provide them with some time to discover your company and their responsibilities, so they can find some additional areas they can support.
Step 3: Introduction and welcoming
Every person in your company needs an introduction. Schedule a welcoming call (if you work remotely) or meeting with the team. Make sure your new hire is presented during the introduction. Write an email to other departments adding your new employee into CC. Cover the areas this person will be responsible for and highlight your excitement.
It is essential to create a welcoming email for the new talent. In this email, share some organizational details, like emails of accounting, heads of departments and questions they can be asked, group emails for correspondence, chat links, corporate meetings, and other things you think are useful for the new person.
Step 4: Provide work-related tools and software
Many companies are struggling with the same issue: a new employee comes to the office, and there is no workstation, office supplies, and even a chair. When you are hiring a new person, you have enough time to get prepared.
Create a checklist of what is needed to create comfort for the new employee. It should be a table, chair, workstation or laptop, some assets (for example, a tablet), office equipment, or anything else needed for a start.
Make sure that all software products are installed on their PC. It is a good idea to ask what software products your employee needs to complete the job. For example, designers might need PhotoShop, Corel Draw, Maya, Sketch – depending on what their role is in the company. Software developers might need Visual Studio, Eclipse, Android Studio, or any other IDE for work.
Prior preparation will save you a lot of time and allow your talent to start working almost immediately.
Onboarding plays a vital role in the hiring process. Many companies forget about onboarding since they are more focused on getting work done. Nevertheless, you can get prepared for a new hire, and the better you prepared – the more loyal your co-worker will be to your company and the team.
If you are looking for the way to add talent from Poland or Ukraine to your company you can always rely on Efisco!