It’s tempting for companies to think that hiring is the most difficult stage of the HR process. Indeed, recruitment is challenging, but once you’ve found the right person for the job, the real work begins with effective onboarding.

Throughout the onboarding process, your new hire is introduced to your company and begins settling into their role and responsibilities. On average, this takes three months, but your company’s onboarding process may differ.

Regardless of how long the process takes, experts agree that onboarding is vital. Companies with a successful onboarding process can improve employee retention by 82%.

Here are the key steps to building a successful onboarding process for new employees.  

Prioritise Preboarding

Onboarding might begin when your employee starts work but preboarding – the time between your employee accepting the job offer and starting work – is just as important. 

At least a couple of weeks before their first day, send through a complete onboarding kit. The kit should answer any of their preliminary questions about the company and their respective role, giving a clear picture of what to expect. You could also send a welcome gift or organise an informal welcome lunch so they can meet their new team outside of work.

Prepare Your Business

So, you’ve given your employee everything they need to prepare for their role before starting. But are you prepared? Be sure to check whether or not your new employee needs software log-ins, equipment such as a computer, or an ID card for the office, so that you can avoid any unnecessary delays when they start.

Find New Employees a Mentor

Starting a new job is daunting, but having someone to talk to can make the transition easier. Put your new employee in touch with a colleague who can answer their questions and help them navigate company processes in the first few days and months on the job. This removes the stress of going to a direct manager for initial problems and will also help your new employee meet people in the company. 

Ensure Managers Are Involved

It can be demotivating when new employees only see their line manager briefly during onboarding. Instead, create regular time for meetings between the new employee and their manager. This way, both parties can become familiar with each other and stay aware of how the training is progressing.

It’s Not Just About the Role

Although your new hire has to be prepared for their specific role, onboarding is also about introducing them to the company. So, set aside some time during their initial training to show them your company’s broader vision, work ethics, and goals. Learning about company culture in an informal way can help them settle in and be invested in working for you.  

Our Advice

While these steps can help you build an onboarding process at your business, you might find that some aren’t appropriate for your company (for example, if you have a very small team). Creating a successful onboarding process is about adapting it to fit your business.

Remember: onboarding doesn’t stop after the first couple of months. You should check in with new employees throughout their first year (or longer) and provide additional training and support as and when necessary.