You've found the Right One, now let's make them feel welcome.
Almost 90% of employees decide whether to stay or go within their first month. A great onboarding process, reduces the anxiety associated with starting a new role and helps your new hire to hit the ground running.
The key is to begin the process before their first day and ensure support continues in the months after.
If you're building a team for the first time, or perhaps don't have HR support - the below tips will get you started.
1. A new hire onboarding checklist will help to make sure you are covering all the necessary steps to prepare for onboarding a new employee and guide them through the process of becoming part of a successful team
Think about your first day and the things you wish you had of known. Nothing is too small or administrative for this list. A few things to consider for your checklist below:
- An email in advance, explaining what they should expect on their first day. This might include any information they need to bring, where to park or the logistics of getting to site. Always tell them who will meet them or who they should ask for when they arrive.
- Set up a welcome tour. Show them around your workplace, set up introductions with key team members and clients they'll be working with. Something as simple as a morning tea or a coffee when they arrive can be a great way to make them feel comfortable and help them make connections with their new team
- Does your new starter have any IT or security access requirements that need setting up (laptop, mobile, logins etc)? There is nothing more annoying then waiting around on your first day, if these aren't done in advance.
- Get them set up or booked in for inductions and any necessary training.
- Get them on the payroll. Have them complete the required forms and if this happens on their first day, let them know what to bring in advance
- Let them know who to call and what to do if they need help
2. Aim to take the anxiety out of their first month, by planning ahead
Structuring the first day, week and even month can give your new starter a lot of confidence. They'll come in prepared, knowing what they have to do and where they need to be. This could be setting up meetings in their calendar, or a sort of roster for however long you deem necessary.
3. Set expectations and let them know if they are meeting them
Set measurable outcomes that let your new starter know what they need to deliver. A performance agreement can be a great tool. Schedule regular feedback catch ups so you can discuss how they are performing. These catch ups double as an opportunity to gauge how they are settling in, how they evaluate their own performance and if there are any issues you can address.