How You Can Improve Your Onboarding Best Practices
Taking Onboarding Best Practices to Another Level
Should onboarding new employees really take an entire year? Some human resources experts believe it does. However, with onboarding best practices, which includes hiring smart, you can make quicker work of onboarding.
Onboarding is important because, without the correct procedures in place, turnover happens more often. Unfortunately, when an employee leaves and their replacement doesn’t stick around long, companies begin to see it hit them hard financially. By some accounts, the cost can be double the salary for that position.
Creating Your Program
Onboarding needs to begin before your new employee begins, which means you have to have your plan in place and ready to go. For example, how much of your employee’s first day on the job is spent filling out paperwork? Instead, have all the paperwork sent out to them before their first day so they can have all of that out of the way.
It’s not uncommon for the new person to be introduced to their entire office personnel on day one. While this is a well-intentioned onboarding practice, it’s not effective. Instead, send your new employee photos of all the new teammates with their notes of welcome before that first day. This gives them a chance to take it all in while in a relaxed environment and allows them to get the names right the first time they meet. It’s a great element of onboarding best practices.
Speaking of first days, you should establish in very clear terms what their duties and responsibilities are in that position and reaffirm that on their first day. But don’t make it all business – take them out to lunch or dinner on that first day and really take some time with them. This will show that you really do actually value their coming to your workplace and being part of the team.
Onboarding best practices must include going the extra mile to ensure you’re bringing the right people on board in the first place. Most employers put a huge emphasis on interviews, perhaps even having multiple interviews before making a decision on whether or not they’ll be brought onto the team. Unfortunately, all the interviews in the world won’t give you a clear indication of how they’ll truly fit in with your company culture.
By utilizing predictive index methods, you can find out things about how your applicants will mesh with your workplace. Utilizing a behavioral assessment, you’ll identify high performers and future leaders. You want strong teams, right? The predictive index process is focused on helping you do that.
At PI Consulting Group, we’ve helped organizations in many industries utilize the predictive index process to build stronger teams. Contact us today and let’s talk about how we can improve your onboarding process.