An onboarding process is more than just signing paperwork and getting a tour of the company. When new employees walk into the job on their first day, they’re looking for reassurance the offer they accepted was a good choice. In the past, the onboarding process has been treated as a single event, often with new hires passively participating in presentations about policies and procedures and insurance. However, an effective experience may be one of the more important contributions made to the long-term success of any organization. Here are three steps you can use to create an onboarding experience to excite your new employees and potentially improve your retention rate.

Start before the first day — The onboarding experience is a natural transition for your new employee to go from being a candidate to becoming a productive and creative employee. For this reason, it should not be a one-day event. Onboarding begins from the moment the employee accepts the offer letter and only ends once they have completed their probationary period. Assess your current process by asking your employees if they felt welcomed when they were hired, what they wish they had known during their first week and what would have made the first month better? Plan ahead, considering the needs of your new employees as you help them acclimate to their new environment.

Use stories and lead with your company culture — Every element of your new employees’ onboarding experience should be a positive reflection of your company culture, allowing your brand to implicitly and explicitly shine through. This is your first opportunity to engage new employees in the stories your company generates. One way to share those stories is the use of affordable onboarding software that allows your new hire to learn more about the company, see a calendar social and wellness activities and access chat rooms and group chats. A separate section can be available just for new hires to introduce them to leadership and bring your company culture directly to them. Within the software, you can identify key players in leadership and ensure your new hires have access to those necessary for their position.

Phase Two — Once the initial onboarding process is completed, you’ll want to consider how to assist employees to continue to develop their career and set strategic goals that benefit the company as a whole and them personally. This is important, even during a role change, since even though an internal employee is not new to the system, a change in roles often means a change in leadership teams and cultural norms. This is about individualizing the process, enabling a new employee to demonstrate their skill set and ensure they feel a unique new addition to the team. It is also a time when new hires may bring fresh insights and perspectives to the leadership team. By encouraging new employees to speak freely and ask questions, you may balance the current company culture against a new member’s unique skills and background.

At Stellar Staffing Solutions, we are excited to bring you strong candidates who may play important roles in your company. Contact us today to start the process of finding your next best employee!

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