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        苹果范冰冰版←苹果范冰冰版 All blog articles

        苹果范冰冰版

        It’s easy to see why your new hires appreciate you answering their questions and making them feel welcome. But what benefits does onboarding bring to you, the employer?

        • 苹果范冰冰版Increases productivity苹果范冰冰版 – Crossing off everything on the onboarding checklist frees the new hire to get right to work without any lingering questions or worries on their mind. 
        • 苹果范冰冰版Boosts collaboration苹果范冰冰版 – Good ideas come when people start talking. Fostering relationships between new hires and their colleagues promotes a collaborative work environment.
        • 苹果范冰冰版Enhances your culture苹果范冰冰版 – Culture is too often a series of vague organizational values listed in the employee handbook. Onboarding provides the opportunity to showcase your culture firsthand to everyone who joins your staff. 
        • 苹果范冰冰版Reduces new hire turnover 苹果范冰冰版– In some cases, a new hire will resign before they even start. Kicking off onboarding immediately after they sign their offer letter goes a long way in keeping them committed.   

        Above all else, onboarding is the right thing to do. Instead of leaving the new hire on their own to figure everything out, you’re there to support them, put their mind at ease, and show you’re happy they joined your team. Quite simply, onboarding is a win-win for both your organization and its newest addition.?

        苹果范冰冰版

        We typically think of onboarding as an activity that starts on the employee’s first day. Instead of getting to work, they spend most of week one in employee orientation and completing new hire paperwork.

        However, let’s revisit the “reduces new hire turnover” point in the previous section. In today’s competitive hiring market, there is a high risk of new hires resigning in the period between accepting an offer and their first day. So much can happen during that time you’re completely unaware of. The new hire can second-guess their decision and decide to stick with their current job and the familiarity it offers. They can also use your offer to demand a raise from their current employer or higher compensation from another company they’re interviewing with.?

        A little communication from your end during the quiet stretch goes a long way in reaffirming the new hire’s commitment to your organization—and lessens the load of onboarding activities when they finally come into the workplace. This process is known as preboarding and consists of completing some easy onboarding tasks prior to the employee’s start date.?

        For example, you can email them a PDF of the employee handbook and their benefits enrollment paperwork. But even more than that, you can reassure them you’re excited they’re joining the team and eagerly awaiting their arrival. This can be as simple as checking in a few days prior to their start, letting them know you have their workspace set up and asking if they have any questions. We’ll cover preboarding steps in-depth in a later section. In the meantime, check out our other resources on the topic:

        苹果范冰冰版

        Now that you know when onboarding should start, let’s talk about when it should conclude. Some people say it ends when the employee exits the organization because they’re always learning and growing. Others have a more practical viewpoint, believing onboard is finished once all new hire activities are completed and the employee has settled into a daily routine.

        The ideal duration of onboarding is up to you and your organizational leadership team. However, we generally recommend circling back with a new hire after they’ve been on the job for a few months. By that point, they’ll have a solid grasp of what their role entails and you’ll be able to accurately gauge their performance. They can sit down with their manager and have a candid conversation about their experience to that point.?

        If your organization has a probationary period for new hires, coinciding it to end with onboarding makes perfect sense.?

        苹果范冰冰版

        So far, we’ve covered why onboarding matters and when it should start and end. Now let’s get into the nitty-gritty and go through the action items your onboarding program should include, when they need to be complete, and who in your organization is responsible for each one.?

        苹果范冰冰版

        The first stage consists of only preboarding activities, as the new hire hasn’t officially joined your staff yet. It ends the recruiting process for the position and kicks off the employee-employer relationship.

        • Notify HR of the hiring decision.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager/Recruiter
        • Secure a signed offer letter from the new hire and agree on a start date. Return a copy signed by the CEO/Owner (or correct leadership team member) back to the new hire for their records.
        • 苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager/Recruiter and CEO/Owner (signature)
        • Send a document explaining terms of employment (compensation, probationary period, etc.). Co-sign with the new hire and return a copy to them.
          苹果范冰冰版Responsibility: 苹果范冰冰版Human Resources and CEO/Owner (signature)

        苹果范冰冰版

        All hiring activities have now concluded and you can move forward with other preboarding tasks. At this point, there is still time before the employee’s start date but you’re staying in touch and crossing off easy-to-complete onboarding action items.

        • Email the new hire a PDF of the employee handbook and an acknowledgment form. Request they read the entire document and sign and return the form confirming they understand organizational policies.
          苹果范冰冰版Responsibility: 苹果范冰冰版Human Resources
        • Send payroll, direct deposit, and tax-withholding forms. Request the new hire return completed/signed forms with required supporting documentation (e.g. photocopies of government-issued ID and Social Security card).
          苹果范冰冰版Responsibility苹果范冰冰版: Human Resources
        • Send benefit enrollment forms (e.g. insurance and retirement savings). Request they return completed/signed forms.
        • 苹果范冰冰版Responsibility: 苹果范冰冰版Human Resources

        苹果范冰冰版Note on this stage: 苹果范冰冰版Completing new hire paperwork before the employee’s first day makes the onboarding process more efficient. It reduces the amount of busywork they’ll have when they arrive in the office and gives HR time to add them to employee systems before they’re officially on staff.?

        However, this paperwork can be complicated and needs to be completed correctly. Reassure the new hire that they shouldn’t hesitate to reach out with questions. Additionally, some people might feel uncomfortable sending sensitive information like their Social Security number over the internet. If the new hire raises those concerns, be open to them physically delivering their paperwork on day one.

        苹果范冰冰版

        The employee’s first day is rapidly approaching and the final preboarding activities will now be completed. Most of the points in this step involve preparing for the new hire’s arrival in the workplace and touching base to let them know everyone is excited for the big day.?

        • Set up the new hire’s workspace. Consider taking a photo of the area and emailing it to them to show you’re preparing for their arrival.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager/Office Manager
        • Set up the new hire’s computer and install required software. Create an email account and other necessary logins. 
          苹果范冰冰版Responsibility苹果范冰冰版: IT
        • Consider emailing the new hire to ask if they have any software or equipment requests (depending on the role).
          苹果范冰冰版Responsibility:  苹果范冰冰版IT/Employee’s Manager
        • Email the new hire their expected schedule for their first day. Share the proper arrival time and instructions on how to enter the workplace.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager/Human Resources
        • Order business cards, uniforms, a nameplate, and any other personalized employee materials.
          苹果范冰冰版Responsibility苹果范冰冰版: Office Manager

        苹果范冰冰版

        It’s finally here, the employee’s first official day with your organization. As you can see, there are a lot of onboarding steps to cover in a single workday. Thanks to preboarding, you’re already deep into the onboarding process, decreasing the likelihood action items spill over into day two or three.

        • Send an organization-wide email announcing the addition of the new employee and publicly welcoming them to the team.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Designate someone to meet the new hire when they arrive so they’re not left wondering where to go.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager/Human Resources
        • Give the new hire a tour of the workplace and explain health and safety procedures.
          苹果范冰冰版Responsibility苹果范冰冰版: Office Manager/Human Resources/New Hire’s Manager
        • Introduce the new hire to their immediate team members, organizational leaders, and anyone else they cross paths with during their tour.
          苹果范冰冰版Responsibility苹果范冰冰版: Office Manager/Human Resources/New Hire’s Manager
        • Have an orientation meeting with the new hire. Share the org chart, overview of organizational values, and recap the important policies outlined in the employee handbook.
          苹果范冰冰版Responsibility苹果范冰冰版: Human Resources 
        • Show the employee their workspace and equipment. Train them on software best practices and brief them on the technology/equipment policy.
        • 苹果范冰冰版Responsibility苹果范冰冰版: IT
        • Walk the new hire through their team’s long-term objectives, each colleague’s role, and how their position fits in. Outline their role responsibilities and define metrics/goals that will be used to measure their performance.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Enroll the new hire in any required training programs.
          苹果范冰冰版Responsibility: 苹果范冰冰版Employee’s Manager/Human Resources
        • Add the employee to recurring meetings. Also, schedule recap meetings for the end of their first week, month, and three months on the job.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Take the new hire to lunch with their immediate team or have an informal get-together for everyone. The goal here is to help them get to know the people they’ll work with in a casual setting.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager

        苹果范冰冰版

        At this point, most of the one-off onboarding tasks have been squared away. The employee is on payroll, familiar with how the organization operates, and has rolled up their sleeves and got to work. Now you’re making sure they feel good about everything and have started off on the right foot.

        • Meet with the new hire and ask for their thoughts/feedback on week one. Ensure they understand their role responsibilities and are working on relevant, high-priority tasks.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Share their week two work schedule and typical daily tasks going forward.
          苹果范冰冰版Responsibility: 苹果范冰冰版Employee’s Manager
        • Ensure they’ve completed all new hire paperwork and have the tools needed to be productive.
          苹果范冰冰版Responsibility苹果范冰冰版: Human Resources/IT

        苹果范冰冰版

        Onboarding is nearly finished at this point. The employee should be settled into a daily routine and over any new job butterflies. The goal now is to make sure they’re delivering the outcomes you expected when you hired them.??

        • Meet with the new hire and ask for their thoughts/feedback on their first few weeks.
          苹果范冰冰版Responsibility: 苹果范冰冰版Employee’s Manager
        • Request feedback from the employee’s immediate colleagues or anyone they’ve worked closely with to that point.
          苹果范冰冰版Responsibility: 苹果范冰冰版Employee’s Manager
        • Talk about the work they’ve delivered so far and give them some initial feedback. Discuss their performance metrics, if there is enough data to go off of.
          苹果范冰冰版Responsibility: 苹果范冰冰版Employee’s Manager
        • Conclude any training program they’ve participated in and enroll them in an advanced course, if necessary.
          苹果范冰冰版Responsibility: 苹果范冰冰版Employee’s Manager/Human Resources

        苹果范冰冰版

        This final stage of the onboarding process is recommended but not required. After a few months, the honeymoon phase is over and the new hire has a realistic sense for the job, making one final check-in meeting ideal.

        • Meet with the new hire and ask if they understand and feel comfortable with everything the job entails.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Ask what projects or initiatives they believe will help the team meet its goals. Now that they’re familiar with your organization, they should start to contribute ideas.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Once again, provide the new hire with initial feedback. However, the manager and employee should have regularly scheduled 1-on-1 meetings by this point.
          苹果范冰冰版Responsibility苹果范冰冰版: Employee’s Manager
        • Ask them to complete a new hire engagement survey. Find out where your organization excels and where it can do better when it comes to onboarding.
          苹果范冰冰版Responsibility: 苹果范冰冰版Human Resources
        • Inform the new hire that onboarding is complete.
          苹果范冰冰版Responsibility: 苹果范冰冰版Human Resources

        苹果范冰冰版Note on the stage: 苹果范冰冰版If your company imposes a probationary period for new hires, consider aligning it to end with the final onboarding stage.?

        苹果范冰冰版

        While this list might seem excessive at first glance, most of these action items apply to any organization bringing on a new employee. By systematically completing all these activities in a reasonable time frame, new employees won’t have any lingering questions as they settle into their job.

        Hopefully, you found this list helpful! If you need an easily accessible version, download it as a PDF!

        苹果范冰冰版Additional onboarding resources:苹果范冰冰版

        Recruiterbox is considered the most user friendly hiring software on the market. If you’re ready to take your recruiting and hiring to the next level, request a Recruiterbox demo today.