Studies have shown that strong onboarding experiences can lead to better new hire retention, better sustained customer satisfaction, and better employee success.
Having an organized and well thought-out onboarding process sets up a new employee for success for day one and onwards. It sets the stage for a positive employee experience, and it even helps the team bringing on the new employee.
Having a well-documented onboarding journey can streamline a number of tasks that managers and employees need to complete prior to day one and make it easier to welcome the new hire.
So how can you create a streamlined, organized new employee onboarding experience?
We recommend using a Human Resources Information System (HRIS) and the following onboarding checklist.
Using an HRIS In the Onboarding Process
Using an HRIS is beneficial because it offers onboarding tools where new employees can enter their personal information, (banking, emergency contact information, etc.).
New employees can also view and sign select policies as well as complete benefit enrollment so the necessary documentation is completed prior to the start date. The key success of these tools is to make the process simple and fast.
These platforms and tools can be utilized in creative ways to welcome the new team member so they begin to feel connected to the organization.
New Hire Onboarding Checklist
Whether or not you use an HRIS, you can use the steps of this onboarding checklist to set a new hire up for success.
- Share videos, blogs, and information about the company’s values and mission as soon as the new employee signs on. If you use an HRIS, this should be made available on the module as soon as the employee returns a signed offer letter and all relevant screenings are completed.
- Ensure new employees are set up on relevant systems so they can complete necessary compliance training during the first few days as needed.
- Order necessary tools and equipment so everything is ready prior to day one. Tools should be provided on the start date. Having everything ready will start the relationship on a positive path.
- Develop a robust orientation plan. This should include three, six, and twelve month goals. Send to the employee on day one.
- Have a welcome package sent or available on day one. This does not mean spending a great deal of capital on a goodie bag. Instead, provide information the employee needs (such as list of acronyms, contact list, etc.).
- Have frequently scheduled touchpoints between the manager and new employee prior to the start date. It builds the relationship which reaffirms the candidate’s decision to join the organization.
- Notify the team when a new team member is starting. Ask a peer of the employee to be a point-of-contact should the new team member have additional questions. Send out an announcement prior to the first day if relevant, and share the announcement with the new team member.
- Ensure the manager has ample time on day one to walk through the orientation and share goals.
Engagement in the employment journey begins immediately once the offer is signed and returned. As leaders, it’s imperative that we make a new hire’s transition into the organization as smooth as possible. First impressions do matter. Creating a simple, seamless process can assist in creating a positive employee experience for years to come.
For more tips on creating a streamlined talent acquisition and employee engagement process, sign up to get more updates about talent experiences from the team at Align HCM.
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