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Onboarding
Recruiting & Staffing
Onboarding
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Can you share best practicies from an onboarding perspective?
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Forums » Topic Forums » Recruiting & Staffing » Onboarding
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Onboarding
posted at 5/15/2009 9:40 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
We have a several page document that includes lots of steps to onboard, but I think the real place to start is your philosophy.
We want the employee to feel welcomed and accordingly, require his/her supervisor to meet and greet when they arrive for work. In our perfect world (still working on this) we will already have their name up on our in/out board near the front door, we will have their name on their mailbox slot, name tag, a little gift bag full of logo goodies (like sticky pads, pens, etc), a phone extension assigned, their desktop set up and the like. We want to imbed the idea that the employee made a good decision and we are looking forward to their arrival and contribution. The actual orientation to the building (exits, fire extinguishers, bathrooms and the like is step two, payroll and benefits is step three, followed by job orientation and training. Along the way their are forms for IT, mission statement, values, co-workers, etc. I suspect that other types of businesses have a way different approach and philosphy. We are a small non-profit doing human services - about 100 regular employees, and 60 or 70 (ebbs and flows) of kids learning first job experiences while being paid. |
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Onboarding
posted at 5/28/2009 6:33 AM EDT
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Posts: 1
First: 5/28/2009 Last: 5/28/2009 |
Onboarding is not just about welcoming joiners on the first day..
The true onboarding starts from the stage when the offers are rolled out , make them feel they made a right decision to join, turning all the offers to join, welcoming and assisting them to settle at work.. Being the face of the company , onboarding needs to have the best practise |
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Onboarding
posted at 5/28/2009 7:00 AM EDT
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Posts: 2
First: 5/28/2009 Last: 7/9/2009 |
We are looking to create an onboarding program and I plan on incorporating best practices from former companies. Considering that the company I am currently with has a much smaller number of new hires, we will do a monthly (or quarterly) "Orientation" for new hires who have started within the specified time period. This orientation will give them the opportunity to meet other new hires and establish a relationship based on that common denominator. We will also implement touch points at 30, 60, 90, 180 day and 1 year increments. I feel that onboarding is much more than orienting someone to our organization -- it is just as much about retaining them. |
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Onboarding
posted at 5/28/2009 8:07 AM EDT
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Posts: 5
First: 12/11/2008 Last: 5/28/2009 |
Have you ever used personal assessments in your organization? In particular, I am suggesting assessments that measure communication styles, motivators, personal skills, emotional intelligence, etc.
While they are not the only resource in creating an effective on-boarding program, I have found them to be very useful in addressing certain areas that are unique to each individual and implementing a development plan, helping the manager and peers better understand the new hires strengths and areas for improvement, and tailoring the on-boarding plan to their specific behaviors (ex. whether they prefer a learning environment that is independent, involved many others, fast-paced, slow-paced, etc.). Great assessment options will also provide job assessments so you can identify what the job actually requires in the same areas that you measure the personal qualities. This allows you to easily compare the job and talent and identify the most critical areas for development. Feel free to contact me if you have any questions or want to learn more at jessiblock@gmail.com |
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Onboarding
posted at 5/28/2009 8:14 AM EDT
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Posts: 1
First: 5/28/2009 Last: 5/28/2009 |
Concur with v_manasa...onboarding starts before Day 1. My company developed an onboarding program for one of our clients that covered everything from a "Realistic Job Preview" that prospective employee's viewed before ever applying, to the point where they were assigned to their new supervisor and evaluated.
One of the most controversial changes this program made was removing HR from the leading role to a supporting role. Our philosophy is Production should own new hire's, not HR. Its too easy to blame HR if a new employee doesn't work out - but if you (production) own the process, standards and expectations are much more focused. Some of the key points to this particular onboarding program: Step 1. Realistic Job Preview (HR) Step 2. Application (HR) Step 3. Interview (Production). Interview included job skill aptitude evaluation. Step 4. Hire Decision (Production w/HR support) Step 5. Pre-start contact (Production) Step 6. World Class First Day (Production w/HR and other support) Step 7. Training (Production) Step 8. Handoff to new supervisor (Production) Step 9. 30-60-90 day evaluation (Production w/HR support) |
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Onboarding
posted at 5/28/2009 12:35 PM EDT
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Posts: 2
First: 5/28/2009 Last: 11/23/2009 |
We actually just had a great On-boarding white paper go out that got a ton of traction. It's titled, "Onboarding: Best Practices to Combat Increasingly Expensive Turnover" and you can check it out here. http://www.icims.com/prelim/1051/6303 |
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Onboarding
posted at 5/28/2009 3:14 PM EDT
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Posts: 2
First: 6/5/2007 Last: 5/28/2009 |
I agree with all suggestions -- but would like to add this. The best way to find out how to build the best onboarding process for your organization and its culture is to survey your new hires. Ask them what worked well and what needs to be improved. I suggest doing this 30-60 days after they have started work. Be sure that the survey covers all aspects of onboarding from the offer acceptance stage to that first day to the onboarding process in the department where they were assigned to work. Some of my clients have also conducted similar surveys with hiring managers. I have a sample onboarding survey that I designed for a client. If you'd like to see it, email me at pmathews@workplacesolutions.cc.
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Onboarding
posted at 5/29/2009 4:47 AM EDT
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Posts: 2
First: 5/29/2009 Last: 10/13/2009 |
In addition to all the other great suggestions, something our company does is have a member of HR take the new hire out to lunch after 30 days to find out how things are going in terms of training, supervision, guidance, support, tools needed to do the job, etc. If concerns are raised, HR lets the supervisor know and the concerns are addressed quickly. We make sure that the new hire has someone to eat lunch with on their first day (either their supervisor or a department co-worker). We also post the new hire's picture and a short summary about them on our company's Intranet site. On their first day we put their name and title on our welcome board. Our HR Manager also meets with new hires after 6 months to do an in-depth "interview" about how things are going. The feedback is used to make improvements and address any shortcomings that have occurred. |
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Onboarding
posted at 5/31/2009 9:20 PM EDT
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Posts: 1
First: 5/31/2009 Last: 5/31/2009 |
In my company we train a member of the new hire's team to be a "mentor" to the new hire. that mentor will accompany the new hire from day 1 for about 3 monts and he is responsible to integrate the new employee in 3 aspects ( professional, Oragnizational culture and social ) he will do the orientation round at the first day and introduce the new hire to the team members, will take him to lunch etc. |
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