When the recruitment process is completed and candidate is already an employee it’s time for onboarding preparation. Gaining an employee’s loyalty is a long-lasting process that requires commitment from the employer from the first day of work, which often is crucial for the new person.
min3 minLet’s see how we can transform a good candidate experience into a great employee experience using onboarding good practices!
Step 1# Welcome Email
A day or two before the start date send a personal e-mail to the candidate in which you provide all information about the first day of work like working hours or the initial plan of the first day. What’s more important, it’s good to add an information about the dress code, lunch break rules or other tips related to the culture of the organization. It’s the time when onboarding starts. Thanks to these information our new employee feels more confident and aware of the internal culture prevailing in the company, which makes the big day easier for both sides!
Step 2# Preparing the Workplace
Everyone in the new place wants to feel needed and cared. Preparing a workplace is one of the most important steps included in onboarding check list! Appropriate equipment, necessary tools or office supplies should be prepared before the first day of the new employee. Adding a personalized gadget, such as a mug with company’s logo, is always an added value.
Step 3# Preparing the plan of a day
Let’s be honest – even the most experienced person on the first day does not jump into duties immediately. It is important to plan the employee’s first day (or days), remembering about the necessary breaks. Meeting with future co-workers needs to be organized in advance. Remember about the necessary internal training and don’t postpone it. The sacrifice of the right amount of time for a new person is an investment that very quickly turns in an employee who performs duties well. What’s more, inform current employees about the arrival of a new person.
Step 4# The big day
At the beginning introduce a new employee to everyone, show her/him every corner of the office, tell about the culture of the organization and provide all necessary information. Then check if the planned implementation meetings are held, and if you are recruiting for similar jobs, prepare a permanent induction plan, which will be helpful in the future on-boarding processes. One person should be dedicated to devote the attention and time for all the necessary issues related to the adaptation of the new person.
Step 5# Handbook
Handbook is a great added value to your onboarding process. In staff handbook you can include information about all aspects of the organizational culture you care about, like internal processes or benefits. Thanks to the handbook new person will be able to return to this information at any time. We all know that with the overload of information it is not easy to remember every detail.
At the end, don’t forget to stay in touch with the new employee and ask for his/her feedback. On-boarding process should be constantly updated and improved. It’s a very first step to build outstanding employee experience!