You’ve probably heard the term onboarding before, but have you ever considered what it is and why you need it?
When it comes to recruiting, it isn’t always plain sailing. Finding the right candidate for the job can be challenging, costly and time consuming, so imagine finding your ideal candidate, only for them to leave after a few weeks! How can we make sure this doesn’t happen I hear you ask, well, the answer is…onboarding, onboarding, onboarding!
What is onboarding?
In a nutshell, it is your first opportunity to show that you are an amazing employer that see’s the value of investing in its team.
It is a process that applies to new employees to support and integrate them into the business, giving a more in-depth understanding and overview of key areas such as:
It also focuses on:
- Longer term support and mentoring programmes
- Understanding the business and its background to support learning
- Objectives and targets during probation
What is the difference between onboarding and induction?
You may be reading this thinking, this is just a fancy word for induction, but trust me, there is a difference, and to ensure the success of a new recruit it is important that you recognise these differences and use both processes to ensure new employees are retained.
Inductions are much more structured, focusing on:
- Providing key H&S information
- Forms for completion
- Informing people where the kitchen and toilets are etc.
- Giving background and an over view of how the business started and those that work there
- Providing IT equipment and explaining how to access this and required software etc.
In contrast onboarding takes time and is more interactive. The process is completed through:
- Ongoing support
- Learning and exposure.
An induction may be complete within a couple of days whereas onboarding could continue for the duration of the probation period, or longer.
How to create an effective onboarding programme?
Be prepared to get the entire team involved at different stages. This can help to keep it interesting and it is a great way to encourage engagement, and cross team building for new starters.
Create a plan for the first few weeks/months, this should include time to:
- attend an induction
- meet management and the wider team
- understand the business and culture
- understand the real purpose and value of the role and where it fits
- learn the new role and explore what other teams do
- understand expectations and probation objectives
- develop within the role
- ask questions and understand
- provide and seek feedback
It is important to achieve the above, but it has to be balanced with allowing the person time to learn and establish themselves within the job.
Onboarding is a process, it takes time, however the yield is priceless when it enables you to retain an excellent employee who fully understands their role within the business, alongside understanding your businesses culture..
Why not speak to citrus HR if you have recently recruited and want to ensure you take those important steps to get the onboarding process spot on!
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