How to successfully onboard a new hire

How to successfully onboard a new hire

Finding the best candidates and making them sign the contract is only the first step. If you want your new hire to stay, then you need to ensure you give them a good onboarding experience.

“Some organisations think that onboarding starts when the candidate walks through the door, but I would suggest that you need to start when the candidate has accepted the role,” Andy Sumner, Managing Director UK and Ireland at Monster, says to Executive Grapevine.  

He argues that companies should give new hires access to their intranet from the moment that they’ve signed the contract, in order to ensure that they have access to as much information as possible, including access to online training tools.

“I think it is also important to make it really personal,” Sumner continues. “So the other thing that we do is to get people to come in and get a personal introduction with their team and make it friendly, warm and welcoming. Make sure that they are familiar with some of the cultural things, like dress code.”

Phil Sheridan, Managing Director at Robert Half UK, agrees that presenting new hires to their team is important. He tells Executive Grapevine that successful onboarding starts with a strong plan. Sheridan continues: “Prepare your new employee’s workspace so he or she feels welcome. Ideally, the workspace should be clean and have all the necessary equipment installed and fully operational.”

Sheridan also suggests that employers should have a plan of what the employee’s first 90 days at the company will look like. He says: “Communicate the plan on the first day so your new hire clearly understands your expectations and is set up for success.

”The plan for the first week should be very granular, accounting for each part of the workday. As you progress through the month, the plan should remain well-defined, while allowing for increased flexibility. And ultimately, as you reach the 60- and 90-day marks, weeks should be structured to allow more hands-on opportunities, moving from a training environment to independence on the job.”

Sheridan’s third tip is to make sure that the new employee feels free to ask any questions. He explains: “A new firm, culture and job can be overwhelming. Establish an open-door policy with your new hire from the beginning by blocking out time for daily check-ins to start, moving to weekly check-ins as she’s more established in her role. It’s important to make sure she’s feeling support from management. Look for opportunities to get him or her involved in company or department activities, whether it’s weekly team lunches or a cross-departmental project.” 


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