One of the essential responsibilities of an organization’s human resources department is facilitating a smooth introduction of new employees. Because of the high potential for human mistakes and fraudulent activity, onboarding is a significant hurdle that must be overcome.
The goal of the onboarding process should be to increase employee engagement and decrease administrative burdens.
A company must make a positive and lasting impression on potential employees. A company with a shaky onboarding procedure could cost them a talented employee. Investing in the best onboarding programs and automating all the manual processes will avoid this. Problems with new hire onboarding can be solved by computerizing previously manual steps.
Miscommunication during pre-employment screenings
Between the time a person accepts an organization’s offer letter and the start of employment, some companies completely ignore them. This is when the candidate is probably questioning whether or not they made the right choice and whether or not the organization values them. This can cause stress and even cause them to miss their first work day.
Introduce techniques for bonding with new hires at the pre-onboarding stage. Check-in with them to see if they need assistance with their move or travel to and from work. Send them a gift basket full of corporate goods to help them feel at home from the get-go.
To ensure a smooth start to their remote job, it is essential to deliver all necessary technological equipment well in advance. A new hire’s understanding of what to expect on their first day can also be aided by a fast and informative phone call from their immediate reporting manager.
Failure in planning, organization, and preparation:
In the interest of encouraging creativity, many businesses, especially newer ones, promote a laid-back atmosphere. No matter how laid-back an organization may be, it’s a bad idea to approach onboarding similarly.
To perform well in a team setting and bring productivity levels up to expectations, even highly creative people who thoroughly enjoy the freedoms of a casual firm require a sense of belonging. To make a good impression on new hires, use the onboarding process to teach them about your company’s values and ideals.
Make the most of your time by maximizing your efficiency. Create a new hires channel on workplace chat apps. Utilize marketing strategies; some businesses have implemented “drip campaigns” in which new employees are contacted frequently before their start dates by the company’s upper management, managers, human resources, and potential new colleagues. Make sure the new hire is greeted with some branded goods, such as hats and t-shirts if those items are commonly worn by staff.
There’s always more paperwork to fill out:
Typically, a substantial amount of paperwork is involved in the onboarding process. Companies and recruits have to deal with a plethora of paperwork, including offer letters, I-9 forms, W-4 forms, withholding certificates, contract forms, and evidence of identity. If you pile on too much paperwork for new hires on their first day, you risk adding stress to an already stressful situation.
It is preferable to assist new hires in completing documentation before their first day on the job rather than waiting until the first day of work. Rather than sending everything at once and giving no leeway, delivering the documents in stages can be helpful. You can utilize the employee portal with your onboarding management system to distribute paperwork to new hires. This allows them to electronically sign and return any required forms without leaving their desk. If any of your new hires have any questions, please reassure them that they can contact you anytime.
Expectations and goals are unclear
The company’s management doesn’t always reciprocate new hires’ initial euphoria. What are the leading reason for dwindling motivation and underwhelming work output? Goals and expectations are unclear. A thorough grasp of what the employee is expected to do at each process step will help eliminate confusion.
While the particulars will differ from company to firm, it’s always a good idea to lay out the new hire’s role and how they’ll know whether they’re succeeding. It all begins with crafting a vision/mission statement for the position based on the job description. Key performance indicators that will be helpful immediately, in a month, a year, and beyond should be discussed.
It is essential to have a proper onboarding procedure in place if you want to motivate your new workers, assist them in feeling connected with your organizational values, and encourage them to continue working for your company for the long term.