When it comes to talent acquisition for an organization, one of the most important steps is onboarding. This process is the teamwork of supervisors, managers, HR professionals, and co-workers. However, it is the responsibility of managers as well as HR professionals to devise the most appropriate onboarding program to enable fresh employees to take up their responsibilities with the ace.
How to streamline onboarding with 7 Key Steps?
Managers and HR create a best-in-class onboarding program by considering various factors, such as organizing tours, e-learning, and technical training, setting paperwork, and reporting meetings and performance management.
Thus, newly-appointed candidates can get clear ideas about their job responsibilities and easily integrate themselves into the team. Effective onboarding helps the productivity of an organization and saves a lot of time for professionals. It is time to check out the seven most crucial steps to simplify the onboarding process:
STEP 1 - Prepare a list of the employee requirements for completion of job responsibilities:
It is the first step to enabling employees to complete their job responsibilities. However, it should not only be listed with the job description. Managers usually read over the list to make sure that new recruits have every piece of information to start their journey. Moreover, the list needs to be prepared by considering the improvements in employees' soft skills and interaction activities.
STEP 2 - Create a Framework for the Onboarding Process:
Managers and HR of the company should craft an effective onboarding curriculum to help recruits learn all the required aspects and carry out their roles with the ace. That is why it must be sent to the new employees before their joining date to enable them to soak in the information.
STEP 3 - Create Communication Medium:
It is the best way to boost the work culture in an organization. The internal communication tool of the company can be used to help recruits warm up with each other. Managers and HR can also leverage the power of social media channels to socialize with new recruits at their joining date.
STEP 4 - Incorporate Management Teams:
The onboarding process needs to make a connection between the leadership and the new recruits. In other words, a new employee should be provided with the opportunity to interact with the responsible managers or access group meetings under the supervision of team leaders.
STEP 5 - Simplify Paperwork:
Nowadays, cutting-edge software programs are available to streamline paperwork of the onboarding process, including handbooks or offer letters. Moreover, it also aims to help recruits to complete the paperwork electronically before the joining day.
STEP 6 - Search for Correct Metrics to Evaluate Effectiveness:
Managers and HR need to evaluate the efficacy of the onboarding process by emphasizing ‘Clarification’ (if the recruits comprehend their job responsibilities), ‘Confidence’ (how successfully newcomers are grasping new skills), and ‘Connection’ (how effectively recruits are warming up to others and leveraging support).
STEP 7 - Develop a Channel to stay active:
The designated professionals in an organization should ensure recruits know how to access support whenever needed. The aforementioned seven aspects help new employees to start their careers with the ace.