Is your onboarding process outdated? If so, you will have challenges retaining employees. A new hire needs to be integrated into the company and its culture as quickly as possible. If they do not feel engaged in their role, they will look elsewhere for employment. Because you invest a substantial amount of time and money in the recruiting process, you need to create as high an ROI as possible with each new hire.

Update Your Onboarding Site

When updating your onboarding site, consider the core messages you want to convey. The first day should focus on setting expectations and introducing objectives. The employee needs to be completely clear on their job duties and start getting to know colleagues so that they come back the next day. Also, the new hire needs to be assimilating with company culture. Knowing the environment makes it easier to make decisions that are in line with accepted practices. Plus, you want to clarify what teammates’ roles are so the new hire understands how their work relates to others’ and how projects will run.

Begin Onboarding Before Day One

Send documents and the benefits selection ahead of time to fill out and sign. Provide access to the company’s online onboarding portal. Include a welcome note from the manager, information about the first day, teammates’ welcome messages and pictures, virtual copy of the employee handbook, and other details about the department and job responsibilities. Set up the new employee’s desk, phone, computer and password logins.

Welcome the New Hire

Arrange introductions with key team members and professionals in other departments. Provide their names and email addresses, so the employee can get to know everyone and stay informed when working on projects. Provide a company mug, shirt, pens or other swag so the new hire can represent the company with pride. Also, designate a manager to turn to with questions or concerns.

Have HR Periodically Check In

Plan a one-month check-in to ensure the employee is comfortable and engaged. Have the professional give constructive feedback on the new hire’s contributions. Communicate what the employee should be doing with the necessary tools. Make sure they have been receiving on-the-job training and having their questions answered. After three to six months, have HR perform another check-in. Because the majority of employees decide whether to stay or leave in the first six months, showing you care about their success can encourage them to stay. After the first year, conduct another check-in. Since the employee should be fully productive, you can plan for future development. You may even discuss giving them a raise.

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