The 5 Best Ways to Improve Your Onboarding Program

New hires are like seeds. At first, they have nothing but potential. The right care will help them flourish, while neglect will ensure that they never reach their full potential. As a hiring manager, it’s your job to make sure this doesn’t happen. Just as the gardener’s job doesn’t end when the seed is planted, your work isn’t over until a new permanent hire has been onboarded.

Unfortunately, many agencies have vague and inefficient onboarding policies that can make the process more difficult than it needs to be. Even companies with great strategies can find them waylaid by logistical and operational problems. This doesn’t mean you should give up, though. Instead, it underlines the need to onboard new workers in a more efficient manner.

This article can help you do that. It outlines five valuable tips that will make your new hires feel confident and capable from their first day onward. Read on to learn how you can improve your process and make the most of your staff.

1. The Process Starts Before You Make an Offer

Many companies don’t think about onboarding until their new hire’s first day. This is the first step to failure. These organizations have spent weeks trying to find the right candidate to fill a position, so why can’t they take a little time to think about how they intend to introduce a worker to that role?

You can avoid these mistakes if you start the process before you make a job offer. Describe salary information, company background, and expectations clearly in later interviews so that candidates know what to expect. When you’re ready to make an offer, give the candidate specific information about the state of your organization, your benefits packages, and more. This will help your candidate transition into a permanent employee with ease.

2. The First Day Is Crucial

Do you remember your first day at a new job? You were probably anxious about your place there and eager to make a good impression. A new employee will feel those same emotions. You can turn that worry and zeal into positivity and commitment with the right steps.

But if you neglect new hires on their first day, these feelings might curdle into disappointment and apathy. That’s why you need to make sure new employees have a great first day. Talk to them about their responsibilities and make sure they meet every staff member with whom they’ll work closely. If you can make them feel competent on their first day, they’ll be more likely to succeed going forward.

3. Don’t Overload Them in the First Week

New hires are already eager to please, but you can ruin that enthusiasm if you ask for too much too soon. High expectations can put unnecessary pressure on recent hires. Starting a new job is already stressful enough without a full workload. Make sure that new workers have time to adjust to your company before managers start assigning large tasks.

4. Make Sure Your Team Puts Goals in Perspective

New employees usually start their first day with outsized ideas of what they can accomplish. You need to bring them down to earth so they don’t burn out. Talk to them about their department’s structure and decision-making process, what they should aim for, and where their position may lead them. This will help them keep their expectations in check.

5. Always Analyze Your Process

You won’t know if something is wrong with your process until it’s too late. Review your employees’ progressand conduct interviews with them at set intervals. Use this information to make your onboarding efforts better for new employees.

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Emily Schmidt

Emily Schmidt

Emily is the Contractor and Financial Operations Manager at Ian Martin. Her goal is to build teams that provide a world-class customer experience. When not analysing financial processes, ensuring a thousand people are paid or helping onboard hundreds of contractors, she can be found building tables out of wood. She hopes to graduate to chairs in the future.
Emily Schmidt