3 tips for onboarding new employees

What is onboarding?

Onboarding is the transition a new employee goes through from their pre-workday state to starting their job with you. It could be a transition from one job to another, or it could be the transition from being unemployed to starting a job with you.

The onboarding process starts on the first day of work. Some believe that the onboarding process also starts before the first day of work - in fact, from the moment the employment contract is signed. The process from signing to the first day of work can also be referred to as pre-boarding.

In other words, pre- and onboarding are two processes that support and extend each other. Pre-boarding can be seen more as the processes the company has to prepare for the new employee: ordering a computer, phone, keys and so on. Onboarding, on the other hand, is about making the new employee feel welcome, introducing them to their tasks, colleagues, department, company culture and so on.

Some companies start the onboarding process before the first day of work. This can be done by sending out a welcome letter or email where the manager has written a personal greeting, attached the employee handbook and other important documents, and possibly a short description of what the new employee can expect from their first day or week.

The new employee can also be invited to meetings or social events so that they can meet their future colleagues and get a feel for their colleagues and the company culture.

Why is onboarding important?

Onboarding is an important process when it comes to retaining new employees. A study has shownthat 22% of people who leave a position do so within 45 days. That's why it's important to welcome the new employee and make sure they quickly feel comfortable in the company.

What people value when starting a new job varies. A study from Consulting firm ballisager shows that for 55% of the respondents, it is important that they settle in well socially. In addition, the survey also shows that many expect an induction program to be in place for the first two weeks.

The survey also shows that respondents want to receive information about the company and the position before their first day of work. So, there is no reason not to send out information before the first day of work.

3 tips for good onboarding of new employees

We have gathered three tips on how to ensure a good onboarding process for new employees. If you have any other tips that you think others can benefit from, feel free to leave a comment at the bottom of the page.

1) Communication - both internally and externally

Communication is key when a new employee starts. First and foremost, it's important to let the new employee know where to report on their first day and what the working hours are.

Communication within the company is also important. Especially for employees who may be part of a team or otherwise work with the new employee. Let them know who the new employee is and what their duties will be. In addition, it's also important to inform employees about their role in the new employee's start-up.

There may also be a need to communicate externally to other departments, business partners or customers. This way, all relevant people are informed about the new employee and will be prepared when a new person contacts them in connection with their work tasks.

2) Get a handle on processes

There are many processes that need to be completed in an onboarding process. Therefore, it can be difficult to keep track of who sends introductory material to the new employee, who is responsible for showing them around on the first day of work, who is responsible for training and introducing them to programs and work processes, and so on.

The list of tasks and processes involved in onboarding new employees is long and can vary depending on the job type and department in your company. To create an overview and at the same time structure the processes, specify who is responsible for the task, etc. HRM-Nordic's Onboarding module can be used to advantage.

HRM-Nordic Onboarding is designed to structure the entire (pre- and) onboarding process. It's easy to assign a task to a person, set deadlines and much more to ensure you get through all processes - before, during and after the first day of work.

3) Appoint a mentor

The first day is always an upheaval for a new employee. They will be filled with information about colleagues, IT systems, codes, processes, tasks and much more. In addition, the new employee will also need to ask a number of questions about the work tasks, company culture, etc. Therefore, it is important that the new employee has someone they can always turn to with their questions - a mentor.

The mentor's job can be to give the new employee a deeper insight into the company's vision, mission, values and why they do things the way they do. It can also be the mentor's job to help the employee join the social community.

The mentor is typically a colleague who is familiar with the new employee's work tasks and is therefore able to help with day-to-day tasks. Therefore, it's also natural for the mentor to give feedback to the new employee. The mentor should make sure to praise the new employee and also let them know if something can be done differently or better.

We help you create structure

As previously written, the HRM-Nordic Onboarding help you structure both the pre- and onboarding process. Here you can create standardized processes that ensure that you get through all the tasks in the onboarding process - while maintaining an overview. The system also allows you to send automatic notifications to the person responsible for a task.

Contact us to learn more about HRM-Nordic and our Onboarding module. Call us by phone at 70 26 32 25 or send an email to info@hrsolutions.dk.