Tips For Onboarding New Hires - SkillGigs
Advice for Management & Companies

5 Critical Tips For Onboarding New Hires

Onboarding new hires is more than just someone’s first day of work. And with how the world of work has shifted so dramatically these past two years, we have to treat onboarding new hires as a critical part of long-term retention and overall happiness for them and you. Traditional, we think of onboarding as the point in which the person is oriented on the company’s culture, the job’s specific functions and where the bathroom is. This is also when the new hire starts to form an impression of the company, their colleagues, and how they see themselves in this new position, long-term. And in these early moments, if a negative impression is formed, they may already start forming the idea of how long they will stay in that job. With the Great Resignation occurring and everyone evaluating critical work relationship points, let’s make sure to review onboarding new hires.

This is why we have 5 tips to make the most out of onboarding at your company.

1) Prepare paperwork and other details ahead of time.

Upon hiring, there will be a stack of paperwork that needs to be prepared. Contracts to sign, log in details to be set up, forms to be filled out, etc. These can all be done before onboarding. Having to do these on the employee’s first day will seem daunting, and takes away from the actual onboarding process. To focus on your main objective for onboarding, do away with unrelated but important concerns by doing them ahead of time before their first day.

2) Prepare a welcome kit.

We recommend preparing a comprehensive guide that the employee can easily refer to. This guide can include vital information such as the company’s organizational structure, which can include pictures of the people. This will make it easy for the employee to identify these people if they bump into them, know who to tag in the company’s chat feature, and for them to know who to approach for a specific need. It can also be very helpful to the employee if you prepare a list of company-used jargon and abbreviations. Every company will have its own language and jargon, and briefing the employee about this will avoid any possible alienation. You should also prepare the employee’s work station ahead of time with everything he or she will need for the job. Noting that remote and hybrid work is more commonly accepted know, consider how you are managing the order and delivery of supplied equipment in advance of the first day. A welcome card (or even a gift) is always a nice touch. Make them feel welcome, and give them an outstanding first impression on their first day.

3) Introduce the new hire.

This may seem like a very obvious tip during the onboarding new hires part, but there are ways to do this more effectively. It is very important to introduce the new employee and to make sure everyone can at least identify them by name and face. This is to assist you in making the person more welcome in the coming days. It will ensure that people from other departments do not just dismiss this person as the “new guy.”

A good place to start is by opening the work day with an e-mail to the entire team, or company for those smaller companies, introducing the person. Include his or her picture, the job position, and interesting facts about the person to make them memorable. Relevant information may include schools, previous jobs, or specific skills, things that can be used by other employees to start a casual conversation.

Next, when you show the employee around, introduce them to people along the way. The employee will probably not remember everyone, but at least he or she will be welcomed. And just because you may be remote, doesn’t mean you get to skip this step. Step up either emails or online chats (via Slack, Microsoft Teams, Google Hangouts, etc) where you are tagging the new hire with other key members for introductions. Give more identifying details when introducing the big bosses, and people who have functions directly related to the employee’s position. You can say something like “This is Arthur. He is in charge of our IT department. You can ask for his help when you prepare your reports.”

4) Take them to lunch or coffee. Or send a virtual coffee their way.

To give the employee a break from information overload, take them to lunch. If possible, try to invite the immediate superior of the employee so they can get to know one another on a more informal level. Again, if in-person isn’t an option, still schedule a lunch or coffee break. Consider sending this person a coupon to redeem a goodie and use that time to just connect, as humans. Take this time to share the fun side of your company, by telling stories of past and upcoming activities. Give the employee more to look forward to. A really good use of this opportunity is to create a trusting relationship with the employee, letting him or her know that they can be open to you for any concerns. Finally, ask the employee if they any questions and address them accordingly.

5) Give them space to take it all in.

Finally, after a long day/week of onboarding, give the employee some time to sit back and take everything in. Give the employee time to explore on their own. Let that person know that you are open for any further questions. The employee will probably also use this time to get to know certain people better, get familiarized with their work station and the job, and maybe even think about the future in a positive light.

Onboarding may seem like more work than necessary, but all these efforts poured into this one day can have a long-term effect on your company, so it’s a very important process to invest in!

Ready for onboarding new hires but do not have the perfect candidate yet? We’ll help you find the perfect employee so onboarding is a breeze. Contact us to discuss more.