Taking on new hires should add a spark to your business during the employee onboarding process, rather than it feeling like it’s burning out like disappointing roman candle. For Bonfire Night, we light up a box of fireworks to focus on the different kinds of onboarding experience that businesses offer onboardees when starting a new role..
The Rocket – getting talent onboard quickly
Rockets rush up into the sky, in an explosion of noise, to create dazzling and sometimes overwhelming displays.
It’s understandable that businesses want to get new talent onboard quickly, but beware you don’t immediately dampen the enthusiasm of your new hires under a deluge of paperwork.
Sending out a huge bundle of contracts, offer letters and supporting documents can be overwhelming for candidates, and can mean that you spend time chasing their return.
Make use of templates for things like offer details and contracts to ensure details are accurate and up to date.
Think about which documents are necessary and relevant to your onboardee, and which topics are better covered when they start working for you.
Using digital technology such as webonboarding makes it easier for candidates to complete, sign and return documents so that you can get them onboard without delays.
Catherine Wheel – whirling around to ensure the correct people are involved
Does hiring a new starter send you off in a flurry, firing off sparks in a whirl of chaos?
If getting someone new into your business means HR, Managers, IT, security, finances and contract departments running around in a state of confusion, then onboarding planning and organisation can help stop things spiralling out of control.
Having a central resource for information, and a well thought through onboarding process helps to save time and eliminate mistakes during employee onboarding. Using online software such as webonboarding can ensure everyone knows what’s happening and understands their role in welcoming a new employee to the business.
The Blaster – onboarding starts from the moment the role has been offered
Shooting off with a screech, all goes silent with this firework until it explodes with a boom and crackle of sparks.
Does your onboarding process start off with great intentions and then go quiet” Do onboardees drop out before they start work, causing the whole process to come to a crashing halt?
Sometimes it can take several weeks, or even months, between making an offer and new starters turning up ready to work. If they don’t hear from your organisation, onboardees may get cold feet, or be tempted away by another offer.
Onboarding should start from the moment the role has been offered. Engage with your onboardees early and keep in touch throughout their notice period. Make them feel like they are already part of your business and give them an idea of what to expect when they start work for you.
The Sparkler – keep the sparkle alive in the onboarding process
This all-round firework favourite dazzles and delights.
Remember, remember offering onboardees a sparkling start to a new job means your organisation should make an effort to impress them as much as they impress you. By demonstrating how your business values its employees from the moment you make an offer you can start to make them feel part of the team.
First impressions can have a big impact, and staff who are unhappy in their new role will quickly decide to move on. Those who have had an effective onboarding process and who feel part of your organisation are likely to stay longer.
Overall, communication is key and can help new starters to begin adding their own sparkle to your business success story.
Webonboarding can help to support and manage your employee onboarding process from new hire to effective employee. Onboarding starts from the moment the role has been offered. Find out more at www.webonboarding.com