A Guide for HR Departments: 5 Proven Tips for Onboarding New Hires

The process of onboarding new hires is very important. The way that you bring someone into your team will affect their perception of the work, how they feel about coworkers, and impact how long they stay at your business. 

There’s a lot at stake and it’s important that you pay attention to how you’re doing things. We’re going to work through a few tips that might help you and your team bring new individuals in and keep them around for the long haul. 

Hopefully, the information below can streamline your onboarding process and make your workplace a more enjoyable place to be. Let’s take a look!

1. Don’t Stuff Training

A common mistake across almost all industries is the fact that businesses jam all of the company’s training into a period of one or two days. If there’s more training to get crammed, the company might dedicate a week to the sessions. 

This is an easy way to overwhelm your new hire and leave them wondering if they’ll be able to manage everything. Training is essential, sure, but the human mind cannot take in all of that information at once. 

It might be different if you have training regimens that are engaging and involve the employees in unique ways. Team activities and different sorts of active engagement can help to increase retention and make things more enjoyable for the employee. 

That said, video lessons and pamphlets are not engaging. The information in them tends to be mundane. Essential, sure, but mundane. 

Nobody is going to remember reading that information. That will make them less confident about their responsibilities at the company, and they’ll have less of an idea of what’s going on. 

Try to incorporate gradual training sessions, especially when it comes to corporate rules or regulations that involve things the individual has no experience or interest in. 

2. Focus on The Core Values of The Company

After all is said and done, somebody who resonates with the values of your company will do well. Without an explanation of those values, though, the individual might have a hard time understanding them at first and get the wrong impression. 

Long-time employees often forget that it takes months, even years to get a clear understanding of company culture. As you’re creating a training regimen, be sure to find ways to highlight company culture and values.

If you do a good job of this, you’ll speed up the time it takes for the individual to get the idea. We’re not talking about showing them an infographic that says “Hi! We value hard work and know you do, too! Horray!”

Those tactics might have worked on some people in the 50’s, but they don’t do the trick anymore. Instead, bring new hires to areas of the company where the values are evident. 

For example, have the new hire shadow the employee you think is most passionate about the company. Explain the reasons for starting the company and how those values have been expanded upon. 

Give good examples of ways that this person’s position is essential to the realization of those values and what they can do to contribute. When you make things tangible, the reality of the position becomes much more clear. 

You establish a sense of purpose in relation to a set of values, and the position becomes a lot more meaningful. 

3. Account for Remote Onboarding

If you don’t have a remote onboarding checklist, you’re going to be in trouble.

The future holds a lot of remote positions, regardless of the industry. You might have had a hard time bringing new people in during the pandemic because you didn’t have a way to incorporate them into the workplace physically.

Note that it’s possible to convey company culture and make people feel welcome through a virtual medium. It’s a little different from the normal way of things, sure, but it’s still possible. 

You just have to have a set of rules and expectations of yourself when things go virtual. It’s a lot easier to craft a new onboarding process for remote workers than it is to cram a remote worker into a physical onboarding regimen. 

It doesn’t work that way. The person might not engage with the company culture or purpose at all if their onboarding process isn’t tailored to them. 

Make sure to include all of the technical information and instructions in this process. That means software that has to be installed, physical equipment that will be mailed out, login information, user interface tips, and anything else that the job demands. 

Remember that a lot of remote workers weren’t remote workers before they started at this position. They’re just skilled in something that can be done from home, and that’s the safer or more reasonable thing to do for them. 

That means they don’t have all of the tech-savvy knowledge that you might imagine. Make sure to make the process as easy as possible for them and you’ll allow them to do what they do best. 

4. Prioritize Onboarding New Hires

Have you ever started a job and felt like you weren’t given enough attention? Maybe you showed up, got the lay of the land, then were sent on your way to start working. 

That isn’t a good feeling, and it puts a bad taste in the mouth of anyone that you’re looking to hire. It feels disrespectful and it makes it very hard to complete the tasks necessary for the job.

That kind of flippancy shows a lack of prioritization when it comes to new hires. If you want to keep employees for the long haul, make sure that you prioritize them above a lot of other things. 

Sure, there might be some business dealings that take priority. That said, consider rearranging your priorities a little bit to give the best impression of your company that you can. That means giving the time of day, making things as easy as possible for new hires, and investing your own time into curating a plan. 

It might sound like a lot, but it’s an investment that will come back around and produce a lot of returns for you. It’s far more expensive to hire and train a new person than it is to keep an existing one. 

Further, that existing employee will fall in love with your company a lot faster if they’re given a wonderful experience right off of the bat. 

5. Establish Connections Early

It takes time and effort for a person to make personal connections with their coworkers. That’s not something that the new hire manager can impact that much, either. 

Personalities will click in the way that they’re bound to, with a little influence given by how much effort either party puts in. That said, you can create the environment needed to produce healthy relationships.

That starts by creating situations where your new hires have the opportunity to meet people in a way that’s meaningful. It’s one thing to see your coworker at their desk and say hello for the first time. 

It’s another thing to participate in an activity with your coworkers and get a feeling for their personalities. As a new hire manager, you can create those types of gatherings or work activities that allow people to let loose and display themselves. 

You might work in an environment where employees have to be clear and concise, even rigid with the way they talk to one another. Someone coming in for the first time might get the impression that nobody likes them in that kind of environment. 

Why Relationships Matter

When you give people the chance to make that connection, you allow the new hire to see why it is that they’re expected to work hard. 

Their efforts will impact the ease and enjoyment with which the other people do their jobs. A workplace is a network of different people holding one another up. When you don’t do your job, someone else suffers. 

It’s hard to realize the importance of that when you don’t have the chance to know and understand the people you’re working with. You’re much more likely to go the extra mile for a friend than you are a coworker. 

So, give your coworkers the opportunity to be friends. The earlier you establish this, the sooner your new hire will get involved and passionate about the company culture. After all, company culture rhetoric is all just fluff until you can see it put into practice. 

The culture exists among the individuals and their passion for the workplace. The last thing you want to do is bring someone aboard and leave them alone in a place where they don’t know anybody. 

Want to Know About Onboarding Employees?

We hope the information above helped you with figuring out how to streamline onboarding new hires. Onboarding can be a challenge, but there are plenty of ideas for you to work with to find success. We’re here to help. ;

Explore our site for more insights into HR tactics, new hires, and a lot more. 

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