Because today’s workers are looking for more than just a job, they will easily move among companies until they find the right fit. For this reason, hiring managers and human resources professionals want to pay special attention to the employee onboarding process. Employees who are properly onboarded are more likely to blend with company culture, engage in their work and remain loyal to your organization for the long-term. To assist you in navigating through some of these challenges, here’s a simple checklist to guide you during the employee onboarding process.

Role Clarity

A new employee needs a realistic understanding of their role – beyond what’s outlined in the job description. During a new hire’s first few days on the job, hiring managers should:

  • Provide a clear job title and information about pay and benefits
  • Outline company rules and procedures
  • Detail the key skills and experience the position requires – in more detail than was previously discussed during the interview process
  • Provide both formal and informal training on what duties the employee will be responsible for on a daily, weekly and monthly basis
  • Connect the employee with professional development opportunities to envision a future with the organization
  • Help the employee set goals that coincide with business objectives

Culture Navigation

Beyond finding comfort in a specific role, it’s also critical for a new employee to settle into a company’s culture and environment. During the onboarding process:

  • Discuss the company mission, vision and values
  • Ensure the employee learns the history of the business and feels emotionally connected to it
  • Provide team-building experiences for a new employee to bond with colleagues
  • Make onboarding as personal as possible to immerse the employee in culture and help them thrive

Setting Expectations

Outside of responsibilities and expectations outlined in the job description, it’s important as a hiring manager to set expectations with new employees. Consider the qualities not on paper that will help your team succeed.

  • Regularly talk about your standards for work hours, tasks, communication, meeting frequency, involvement, performance and results
  • Find out what the employee expects of their relationship with their manager and with the company
  • Create a partnership of trust, open communication and loyalty

Manager Involvement

A manager must build a strong relationship with a new employee to guide and help them feel confident in their role. During the onboarding process, managers should:

  • Introduce the new employee to colleagues in their department and throughout the company, including the HR manager and CEO/Managing Partner(s)
  • Provide names, profiles and pictures of key managers and colleagues
  • Discuss what is expected of the employee and how success will be measured
  • Regularly share information about the company, the role and the culture
  • Ask questions to ensure the employee understands information being provided and feels comfortable bringing up concerns
  • Pair the new employee with a seasoned worker/mentor who can guide them as well
  • Provide written feedback in the first 90 days and set up a time to gather the new employee’s input

If you’re looking for accounting, finance, business or IT staff for your organization, contact our Talent Acquisition Team today to discuss how we can help.