Site icon Techolac – Computer Technology News

5 Ideas For Successful Onboarding (Including Telecommuting)

Joining a new company is like starting a long journey. And, although it is an adventure that also has unforeseen events, it must be prepared correctly to make it as pleasant as possible. Onboarding is precisely that important period in which a new collaborator adapts, discovers the company’s culture, and decides to adhere to it (or not).

For your onboarding to be successful, according to Klaxoon we are going to share with you 5 tips that will help you achieve good integration.

Tip #1: Recruit Transparently Before You Start

90% of companies estimate that in the first year after hiring, new employees decide whether they want to stay with the company or not (according to the Aberdeen study). This is the reason why, from the job interview, the hiring teams must communicate clearly and transparently with the candidates.

It is best to be sincere and accurately describe the reality of the job rather than embellish the speech. It is important to clearly present the values ​​and ambitions of the company so that the candidate knows if the environment is right for him or not. If there is not a good understanding of the company culture and the job offered, the ability of the future recruit to connect with the institutional strategy will be less.

Once the recruitment process has progressed, it would also be interesting to invite the candidates to meet the operational teams so that they have a better perspective on the job and the relationships between the teams. This event can be held during a day of discovery and immersion within the company… and the daily reality of the job offer!

Tip #2: No Onboarding Without Pre-Boarding

To achieve successful onboarding, it is necessary to interact with the new recruit before they actually take possession of the job.

During this period, you can offer him an integration day so that he can adapt calmly, without worrying about the work he will have to do. You will also have the opportunity to interact with your future colleagues, clear any doubts you have and feel less “alone” on D-Day.

Pre-boarding has many other advantages: It allows to reduce the administrative aspect related to the new signing, normally quite heavy, and to emphasize their needs so that everything is ready on the day of their arrival. It also facilitates the integration process in the case of teleworking, since it allows the service to be organized in advance by being able to cross everyone’s agendas, or even plan remote onboarding if necessary.

Be that as it may, it is important to ensure that all information related to the company and the job is easily accessible, either by mail or on an online platform.

Tip #3: Take Care Of Your Arrival

Everything must be ready for D-Day: Organized workspace, computer configured, material at hand, and printed welcome brochure. When they arrive, the new recruit must feel recognized and expected, so don’t hesitate and offer them a pack of Welcome with articles with the colors of your company.

As soon as the new collaborator arrives, a visit to the company’s facilities must be made. It is also a good opportunity to review prevention and security policies in detail. If you work in a factory, in a shop or in transport, this is absolutely essential.

But, how long should an onboarding last? In terms of the acclimatization time required for new recruits to develop their skills and increase their performance, it is essential to plan an on boarding program that lasts a week, or even a month. Because one day is not enough! Companies with shorter on boarding programs are 9% less likely to keep their employees (according to the Aberdeen study).

A broader on boarding also offers the possibility of creating innovative meetings and original events. For this reason, PwC France decided to launch a sports challenge for newcomers. Integrated into a single team, the latter challenge the other employees to try to rise to the top of the company’s classification through sports activities that they themselves create and organize. So you can make a good impression as an employer brand!

Tip #4: Bet On The Strength Of The Network

Benefiting from a quality network is a great strength for a company, but it is often a long-term goal. So the best thing is to accompany the new employee and help him network!

Even before he arrives at the office, introduce the new recruit to all the people with whom he will be in contact, especially specialists from all services. And why not share with him a clear and illustrated organization chart to help him identify all the members of the team?

To facilitate the employee’s integration journey, use mentoring and designate an integration tutor or sponsor within the service. This will be able to fix recurring meetings with him to be interested in integrating him. He will also be your reference if you have any questions that you do not dare to ask other people in the company.

In general, terms, bet on the strength of your company’s network and invite your new recruits to events where they have the opportunity to network, either internally or externally.

Lastly, good on boarding goes both ways! Include a description of the newcomers in an internal communication medium (newspaper, newsletter, or any other communication channel) to present and value the profiles that have just joined the different teams. By helping the newcomer to socialize within their professional environment, we will encourage them to create a bond and a commitment to the company.

Tip #5: Implement Personalized Follow-Up

Just as the onboarding process begins before the new collaborator arrives at the company, it must continue after D-day through personalized follow-up.

This usually involves training, making available to the new hire online resources that allow them to train both before and after their arrival at the company. So you can prepare, acquire skills and evolve at your own pace, thus offering greater productivity and a stronger commitment from the moment you arrive.

During the trial period, hold regular meetings with the new employee to get their positive feedback on the integration or the meetings. This regular feedback will allow you to perfect an already innovative recruitment process!

And that’s it! You have all the necessary tools to design a successful integration journey. And since we are sure that daily movement is one of the key aspects of well-being and quality of life at work, we recommend you consult our definitive guide on sports in the company.