Having a robust onboarding process for new hires often takes a back seat amongst all other HR processes. But according to research done by a consulting firm BCG, companies with a structured onboarding training program in place have the opportunity to double their profit margins and revenue growth. This is because having a robust onboarding training program ensures that the new candidate is productive and has improved on-the-job performance. 

There Are Several Benefits Of Having A Strong Onboarding Training Program:

  • According to Recruiting Roundtable, employee performance can be improved by 11.5% with a good onboarding training program. You can enhance the candidate’s performance by simply asking the new employee what motivates them to work and what doesn’t.
  • With a structured onboarding training program, recruits are more likely to stay back in the company. Thus increasing your employee retention rate.
  • Getting feedback on your onboarding training programs from the new employees can help you improve the training program. This also gives you a chance to enhance your employer brand. At the end of the onboarding training program, ask your new hires what they did like (or didn’t) about the onboarding process. You can then make appropriate changes to ensure that the new employee will be satisfied. 

Here Are A Few Tips On How To Design An Effective Onboarding Training Program

Remind The Hiring Manager To Prepare For The New Candidate’s First Day

According to Google, a simple email reminding the hiring manager about a new employee’s first day can increase the new hire’s productivity by 25%. With a reminder alert, the hiring manager can prepare all the necessary documents and training materials required for the new employees’ first day beforehand. This reminder email should include four critical tasks that the hiring manager needs to set up before the employees’ first day. 

  1. Role and Responsibility Discussion: It’s best to create a template for this discussion. This way, the hiring manager won’t miss out on anything crucial. 
  2. Buddy System: Pick another existing employee and pair them with the new hire. This peer can ensure that the new hire is comfortable in the office and also bring them up to speed on the day-to-day activities of the company. They can also make sure that the new employee mingles with the rest of the team. 
  3. Scheduled Check-ins: The hiring manager should schedule regular check-ins with the new hire for at least the first six months. These check-ins are essential as the hiring manager can then know if the new employee is adjusting well and if they’re not, then necessary steps can be taken to resolve any problems they might be facing. 
  4. Have An Open Dialogue: The hiring manager should encourage the new hire to have an open dialogue about anything related to their workplace. This will help them resolve any queries they might have and set them in the right direction from day one. 

Start Before The First Day 

Make sure that you keep in touch with the new hire during the gap after they get accepted and before their first day. Any individual joining a new company is going to be anxious about their first day. 

You can help reduce this anxiety by communicating with them about how their first day would look like and what they should look forward to. You can even email them paperwork that needs to be filled or signed beforehand so they can complete it before their first day. You can also create an online onboarding portal that the new hires can access before their first day. This is also a good idea as you can share information about the company through the portal. 

Have A Cross-departmental Onboarding Team 

It’s a good idea to form a small onboarding team of coworkers from different departments so that the new hire can have a point of contact from every department. Ideally, the onboarding team should consist of one person from HR, management, IT, and a coworker from the same team. HR can bring the new hire up-to-speed about company policies and compliances. From management, one person can discuss the expectations of the new hire in terms of performance. The new hire can have one point of contact from the IT department to help the new hire get their system or equipment up and running. And having a coworker from their team can help the new hire understand the company’s day-to-day processes. This way, the new hire will learn their way around the company sooner and seamlessly. 

Use QR Codes To Give New Hires Access To Training Material

There is undoubtedly going to be a ton of training materials that you would want to share with the new hire. Instead of giving them hardcopies, manuals or emailing them a bunch of PDFs, you can create a QR code that includes all the information about the company, their role in the company, and the different processes that take place in the company. You can even give them access to videos and images for better visualization. Implementing the use of QR code in your onboarding program is a good idea because this makes all the material portable, so the new hire can go through everything at their own pace wherever they are. By using a QR code generator, you can even customize your QR codes to include the colors of your brand and also add your logo to the QR code.  

Communicate Your Expectations Early And Often

Make sure that the new hire is aware of what is expected of them from day one. This will help the managers, as well as the new hires themselves, evaluate their progress. You can start by setting short-term and long-term goals for the new hire. A short-term goal would be to finish 60% of their training by the end of the first month, and a long term goal would be to complete at least ten projects by the end of the first six months. 

Plan Activities So The New Hire Can Socialise With Other Team Members

Encourage positive work relationships between the new hires and existing employees by planning social activities within the first week of their joining date. You can schedule an evening with games, music, and food within the office or the team can go out and have some fun. You can decide what activities to plan, depending on your company policy and budget. But make sure there’s a positive interaction between the new hire and the rest of the team.

Ask For Feedback 

And finally, towards the end of the onboarding program, ensure that you ask for feedback about the process. Understand what they liked and didn’t and how they think the process can be improved. This feedback can be taken in the form of a survey or even be discussed with the new hire. This will help you improve your onboarding process for future employees and, at the same time, show the new hire that the company cares about their experiences and opinions. 

Making new employees feel welcome and comfortable on the first day will go a long way. Increase your employee retention and improve productivity from day one by planning your onboarding process. Use modern technology to make HR processes seamless. For example, use QR code generators to provide portable training material to your employees. You can even make use of onboarding software to schedule activities and training sessions, so you and the employee are on the same page. Making sure that the new hire has a good onboarding experience also improves your employer brand image. It is also possible that they refer your company to their former colleagues and friends to join you, increasing your talent pool. 

Author: Sneh Ratna Choudhary. Sneh is a Content Marketer at Beaconstac and loves tech startups that improve everyday human lives, Miguel and The Office. You can get a hold of her on LinkedIn or Twitter to discuss marketing strategies or anything else under the sun. 

Author Email: sneh.c@mobstac.com (Connected to Gravatar)