Key New Hire Onboarding Practices

Onboarding

Following the economic fallout of the COVID-19 outbreak, the United States has seen a massive surge in unemployment filings. As of June 1, more than 40 million Americans found themselves out of a job and asking for government assistance, numbers that dwarf those in the Great Depression and Great Recession. But even though unemployment is at an all-time high, businesses across the country are in need of new workers to refill roles left vacant.

That’s why it’s important to have an onboarding checklist and to understand what the best onboarding practices are for new hires. Businesses should aim to teach new hires the relevant skills for the job and build their trust in the company. With effective onboarding tactics, businesses can garner a sense of productivity from the start.

Why Does Onboarding Matter?

When new hires go through a more structured onboarding process, they are more likely to remain with a company. Understanding the strong connection between a well-structured onboarding process for new employees and their retention later on can help businesses assign onboarding the priority it should have in talent management. 

So, what are the best onboarding practices? How can businesses bolster their process and turn it into a great place for new hires to look into for work? There are a number of things that a successful onboarding process includes. Read on for more information:

Start Onboarding Before New Hires Arrive

Successful onboarding projects start well before a candidate is actually brought on. Remembering that onboarding is the process of bringing together a new hire into a company’s culture, it’s easy to see that exposure to a business culture begins in the recruitment process. Companies should look at their talent acquisition processes and see if their applicant tracking system is robust enough, providing candidates with a user interface that is easy to use. This will help applicants and potential new hires from being discouraged to apply.

Orientation Optimization

The orientation process is an important step with new employees. Planning ahead for a new hire’s first day shows a major interest in their successful transition into their new job. Some companies may handle the orientation process differently, including education around compliance issues and company policies. This can all be done by utilizing an online portal where new hires can access all required orientation materials and take care of necessary documentation.

Have a Purpose in Onboarding

Training of new hires should start immediately and should be ongoing throughout their first 90 days. Initial training involves clarifying and confirming what the new employees already know about the company they are starting at. Then, training should cover such topics as organization programs that lead to the company’s best practices, practice-based learning, career path advancement, and goal-setting sessions to help new employees focus on utilizing company resources for better opportunities within the company.

Continuously Engage, Continuously Teach

The transition from onboarding to on-the-job practice should be a seamless one. It can be helpful to measure employee skills at the time of joining and plan out how it improves over time through onboarding as well as continuous learning. A long-term strategy can keep employees engaged and relevant for new roles within the company and prepare them for leadership positions in the near future. Continuous education guides each employee through organizational and career goals.

Helping new hires join a new company goes beyond their first day. Companies should make sure they are doing what they can to ensure their own future by educating and supplying support for employees at all stages. The first three months are the most crucial, but companies should also be sure to keep their employees engaged and supported during their time aboard.

About Axis Insurance
At Axis Insurance Services, we aim to help our customers identify their exposures and protect themselves. Founded in 1999, we offer insurance programs to a wide variety of professionals and industries including attorneys, real estate, healthcare, architects, and more, and also have a wholesale division. We pride ourselves on offering flexible insurance coverage tailored specifically to each customer’s needs. To learn more about our solutions, contact us at (877) 787-5258 to speak with one of our professionals.

EPLI, Employment Practices Liability (EPLI), EPLI Insurance

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