Before focussing on the guidelines, we need to know for whom the guidelines are intended. So, let’s have an introduction about the ‘center of attraction’ of this article, Onboarding. 

It is a term that belongs to the HR department and describes itself as the procedure for integrating a new employee into a company. Onboarding, also referred to as organizational socialization, is a significant step in assisting managers in comprehending their new roles and responsibilities. 

Now, this may sound like a very hectic process but thanks to the emergence of technologically advanced tools like an LMS, this age-long process has become a bit easier. 

But what is an LMS? Putting it simply, we can define it as software that tracks and manages training material, thus enhancing the learning and development department of any organization with effective employee training and allowing them to contribute effectively to the company’s productivity. One such example is that of Accord software, which enhances employee knowledge, and satisfaction while reducing the cost, effort, and time of administration. 

Without any further delay, let’s plunge into the guidelines for a better onboarding experience. 

  1. Use digital tools to enhance onboarding instructions: Technological advancement has led to the creation of several digital solutions that significantly ease the jobs of HR managers. An LMS is one such specific technology that can work wonders for recruit training during onboarding. This application is useful to both you and your employees.

Employers can use this tool to quickly appoint training sessions for their staff members and might provide any pertinent details about the business and its position within it. Employees, on the other hand, find it simple and handy to obtain the data on one platform.

  • Engage the team: Involving the current staff in the onboarding of the new hire is one of the finest ways to make sure that your recruits feel at home. When your current staff can provide suggestions to the newbies and make their first day more exciting and memorable. To guarantee transparency, your recruits should also communicate with all of the internal stakeholders of the business. This, if done correctly, would provide the recruits with a clear vision of whom they should report to and collaborate with for any further issues. New hires typically feel more at ease in the workplace as they get to know their coworkers. 
  • Ensure regular check-ins: Make sure you follow up with your employees at least once a week after they start. It is very essential in case you want to make their onboarding experience memorable. HRs are the only staff recruits interact with on their first day at work. Eventually,  they become the ones any recruit is most at ease with. Keep an eye on your staff, find out how they feel about the company, and pay attention to any remarks they may have. This will also enable you to identify any problems that your staff may be having and rectify those to support them.
  • Contact them before their first day at work: You will be conveying the wrong message if your new hires are given the silent treatment between accepting your offer and the beginning of their work. An email from HR outlining their first day, or perhaps a call from the manager for a quick introduction might help a lot. You should get in touch with your recruits before they start, regardless of the media, so they do not feel blank on their very first day at work in that new environment. 
  • Work to make their Day 1 memorable: It’s a sure thing that you do not want your recruits to get confused and haphazard on their first day at work. This entire environment is new for them so the least you can do is work and prepare a bit so that they are comfortable. Prepare their workspace, and have a video introduction ready for them, if possible try having mini introductions of all their coworkers in a single video so that they can refer to it in case of any confusion, and also if your company has this culture of gifting your new hires, then make sure to focus on their need and not the cost. Anything with your company’s name attached to it would be sufficient and if you want to move a step ahead, then try personalizing those goodies as this would provide your recruits with the essence of your excitement of having them onboard.

Conclusion: Onboarding a new hire has more to it than just a few aspects discussed above. But following them might help in creating a good experience. 

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General Knowledge, Other,

Last Update: April 2, 2024