Everything You Should Know
When Onboarding a New Employee

Have you gone through the hiring process too many times to count and still aren’t able to find the best way to onboard a new employee after offering them the job?

Are you looking for the right tools that will facilitate a smooth entrance and job start for your newly hired worker?

Please continue reading if you’re facing the challenges of onboarding new recruits and what you can do to streamline the process that’ll provide your employees with the information and enthusiasm they require. Here, you’ll find out how to create an excellent working experience with digital solutions like onboarding software that will leave your workers feeling appreciated.

The Employee Onboarding Process (EOP)

Let’s first talk about what the onboarding process is. The EOP is the purposeful and systematic approach where candidates with potential are transformed into stellar employees. The process starts at recruitment, and at this time, the company provides candidates with information, tools, and connections to perform at their best.

You’ll set the tone during the recruitment process, and the candidate will start imagining what it would be like to work at the company. It’ll be as if you’re painting a picture for them. It’ll then escalate to the employment offer and the new hire’s first few critical days or weeks. Remember, a bad experience can lead to you missing a highly promising individual, but a good one can kickstart a positive long-term relationship.

The Onboarding Process Steps

To adequately execute this process, you’ll require deliberate and detailed steps. You can use the following steps as a guideline but will need to alter it to your company’s specifications.

Step One:
Employee Recruitment 

Your recruitment process should be well-defined and explicit enough for the candidate to get a clear idea of what the role entails and who you are as an organization, your mission, company culture, etc.

Step Two:
The First Office Visit

The aim here is to create a brief look at what a typical day at your company is like and gauge whether the applicant is compatible. Harmony in the workplace has a significant impact on an employee’s growth and attitude, and it’s also beneficial for company morale.

Step Three:
Sending the Offer Letter

With the letter, you should express your gratitude for the candidate and how happy you are that they want to join your company. Although the offer’s implicit in your approval of the candidate, you shouldn’t count on it alone to convey warmth and enthusiasm. A prospective employee is most likely to appreciate a thoughtful message.

Step Four:
Day One Welcoming

In this step, you need to reassure new workers that choosing your organization was the right thing to do and get them excited for their first day of work. You also need to deliver a personal experience that’ll make the first day an impressionable one. Arrange meetings with coworkers and heads of departments (HODs) to familiarize the employee with whom they’ll be working and put them at ease.

If the company operates remotely, schedule bookings with other staff to perform check-ins with the new hire.

Step Five:
Employee Orientation and Ongoing Engagement

Assist new employees in their role in the company and broaden their expectations if there’s significant room for growth. Humans are planners by nature and like to think ahead to what they could be doing in the future, so opening this possibility can be beneficial.

After the initial ice-breaking, when your employee has settled in their job, you should continue to create opportunities for them to build critical relationships.

Final Thought

You can start a great working relationship and promote both retention and engagement by making every effort to optimize the employee onboarding experience.