1. Keep communications openGood candidates are hard won. Your business needs to impress them at the interview stage; when the candidate becomes an employee and in the crucial onboarding stage in between. Start communicating with your candidate as soon as you’ve made the offer and make them feel part of your organisation from the beginning. There’s often a gap between recruiting and employing a new starter, when they may have little or no contact with your company. Bridging that gap, by engaging in a well-planned onboarding process, can help make the move a speedy and positive experience, for both your new employee and your business.
2. Think digitallyEven if you send out contracts, offer letters and supporting documents by email, candidates still need to print, complete and return them. That can be tricky for candidates who may not always have access to a printer and who don’t want to have to spend ages in the post-office returning packets of documents. To avoid delays in getting someone started, and having to chase onboardees for their paperwork, consider going digital. Using digital technology makes it easier for candidates to complete, sign and return documents electronically so that you can get them onboard quickly. Taking the onboarding experience into the digital domain doesn’t mean it becomes impersonal. You can tailor communications with personal messages and give candidates control over some aspects of their onboarding, for example by allowing them to choose aspects of their training.
3. Remember that onboarding is a two-way processIt’s not just employees who are there to impress you, it’s a two-way process. They’ll be thinking about whether they want to stay with your company, so it’s important that you impress them too. First impressions can have a big impact. Those new employees who have had an effective and engaging onboarding process and who feel part of your organisation are likely to stay at your company for longer. When you think about the costs of advertising, recruiting and bringing new employees onboard, it makes sense to try and keep hold of them. Word also gets around, and if new employees don’t have a great experience when they join your business, you may find it more difficult to recruit similar talent in future.
Let’s create a great first impressionStart thinking of your onboardee as an employee from the moment you make the offer. Keep communications open and aim to create a great first impression and turn new starters into effective employees who are an asset to your business. For a smarter way to manage employee onboarding, find out more about webonboarding here.
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