The onboarding of a new employee. This is often the first point of reference with the employer and prepares him or her specifically for the tasks and responsibilities that will arise later. Due to different circumstances within internal departments as well as industry-specific working environments, it is increasingly becoming the task of recruiters and employees to make this process run as smoothly as possible. However, the question now arises as to whether there is a kind of "best practice" across all industries for introducing the new employee to the company or whether individual decisions have to be made depending on the industry, the task and also the position in order to implement this.
The importance of the onboarding process for employee experience
An onboarding process includes the professional and social integration of new talent. This contributes fundamentally to the employee experience , on which the focus should be on the employee. In the long term, this experience has an influence on the motivation and initiative of the employee. Enthusiasm for the workplace should be aroused and maintained from day one.
Talentic, like other companies has grappled with the question: How do we create an ultimate plan for the perfect onboarding of a new employee? From this, numerous other questions develop, such as, what style should both onboarding adopt? Is there direct scope to get on board with a "hands on" mentality or is there a need for a detailed discussion with the company? Which employees and which superiors should be involved in this process? The goal is to systematically prepare the new employee for the job.
Challenges of remote onboarding and possible solutions
This is not an easy task at all, considering the many different corporate structures and setups, it is particularly important to emphasize that onboarding within an exclusively remotely operating company like Talentic, onboarding is more challenging than with an on-site team. This creates a much higher hurdle - due to the shortcoming of physically facing and getting to know individual employees. The process must counteract this. The buzzword here is employee integration. Through our numerous "virtual coffee's" and "weekly's" within our various work areas, we enable newcomers to gradually find their feet in the company and create a personal component.
Helpful tips thrown into the mix during this process include assigning a specific point of contact within the company. At Talentic, the buzzword here is "buddy," who acts as a longer-term employee to make it easier for new hires to get started, to hold Q&A sessions, and to facilitate social integration....
Standardization versus personal component in the onboarding process
In addition to a warm welcome and professional onboarding, feedback sessions are purposeful. They convey a sense of importance and enable the new hire not only to express constructive criticism, but also to receive it. What also leads to an optimal onboarding experience is the design of a welcome day. Looking to the future of the onboarding process, companies are increasingly contesting the attempt to achieve a perfect onboarding experience with templates from "pipefy" or apps like "thrive". These tools no longer claim to be limited to customer acquisition with error-prone emails and spreadsheets.
The focus here is on standardizing the customer onboarding experience, primarily to prevent delays. This ensures a uniform introduction to the company and thus brings every new employee up to the latest (general) standard. But what if you include the personal component in this process?
In the process, the Talentic team engages with the employee in advance. What are his/her interests? How do I arouse curiosity? What are the areas that pose the greatest challenge to him/her? Considering the general knowledge of the company, this aspect allows a more natural and dynamic transition into the company. Nevertheless, the focus is on preparing the newcomer for the tasks.
Long-term goals: Integration and identification with the company
In the long term, the employee should become an important part of the team and advance the company with your ideas and know-how. This succeeds with a full integration of the employee and the identification with the company.
Sources:
Onboarding New Employees:Inside - Haufe Onboarding (myonboarding. com) (myonboarding.com)
Onboarding Process (myonboarding.com) (myonboarding.com)
The Ultimate Guide To Employee Onboarding (engage.kununu.com)
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