Creating the perfect onboarding experience for your new hire can be daunting. You want to provide them with everything they need and help ease any anxieties they may have about starting a new job. In order to create the best possible onboarding experience, you need to think about every small detail, from the way your new hire receives their first-day compensation, to the type of software they’ll use at work each day. After all, what could be more important than easing your new hire into their new role? Let’s take a look at some of the key factors you should keep in mind when designing an onboarding experience for your new hire:
Plan your onboarding carefully before you hire
To make the best use of your time as a recruiter, you should always plan your hiring process carefully before you look for new candidates. The more time you spend on the recruitment process, the more likely you are to find the perfect fit for your team. Therefore, it’s essential that you don’t rush into hiring new staff. Rather, you should spend time planning the hiring process so that you can spend even more time with each candidate.
When planning your hiring process, you should start by creating a list of all the skills and characteristics you’re looking for in your new hire. In addition, you should also create a list of all the skills and characteristics you want to avoid so that you can avoid hiring someone who will bring those qualities into the office with them. By doing this, you’ll be able to create an even more effective hiring process, as you’ll be able to avoid hiring someone who may quickly become a negative influence
Using a third-party onboarding process
If you want to take your onboarding process to the next level, you could consider using a third-party onboarding process. Third-party onboarding processes are a great way to onboard your team members and new hires. This means that they receive all the information they need, in an easy-to-access format. When using a third-party onboarding process you need to make sure that you’re happy with the setup and functionality of the software.
Some of the most commonly used third-party onboarding processes include:
– Salesforce – Salesforce is a cloud CRM that provides a great way for your new hire to keep track of their time and track their activities. It’s easy to use and enables your team members to access key information, such as projects and activities, from one central location.
– Slack – Slack is a team communications platform that brings all communication for your team together. It’s easy to set up and use and provides a great way for your team members to be able to access key information, such as their projects and activities. Other than just software, you can utilize talent-hiring platforms that also include an onboarding process for your new hire.
– BorderlessHr can help with that, although a platform to help companies recruit top prevetted talents, we also offer a smooth onboarding process to help your new hire fit into the goal and work pattern of your company.
Start by providing your new hire with their initial compensation
There’s a reason that the initial salary offer is often called the “face value” of the job offer. When you’re making an offer to a new hire, you’re essentially giving them the opportunity to earn what could be a significant amount of money. It’s essential that you make the initial salary offer that’s appropriate for the role. If you make an offer that’s too high, you could quickly alienate your new hire, who may feel underpaid for their knowledge and experience. If you don’t offer enough money, your new hire may not be able to afford to take the job, which could mean that you’ve missed out on the perfect candidate.
Diversify the software used in your onboarding process
Most companies automate their hiring process. That’s why it’s so important that you diversify the types of software you use in your hiring process so that you don’t end up favouring one particular solution as a hiring tool. If your new hire is hired on a specific software solution, they may quickly feel isolated and disconnected from their colleagues. If your new hire is hired on another solution, they may quickly feel like they’re “missing out” on their colleagues’ work. Keep in mind that the type of software you want to use in your hiring process should be a function of the way you’ve designed your company’s internal organization. If you have a decentralized company structure, you might want to consider using a centralized hiring tool. Alternatively, if you have a centralized structure and you want to centralize hiring, you might want to consider a different solution.
Be flexible with your new hires and keep communication flowing
As a hiring manager, you want to create an onboarding experience that’s as smooth as possible for your new hires. That’s why you should be flexible when it comes to making changes to the onboarding process. If your new hire has a particular communication style or experience anxiety, you might want to be flexible and allow for those types of adjustments. Similarly, you should also be flexible when it comes to making changes to the onboarding process. If new information or the introduction of new features in the hiring process requires adjustments, you should be able to make those changes without disrupting your new hire’s onboarding experience.
As your new hire’s manager, it’s your responsibility to keep communication flowing, between you, your new hire, and the rest of the company. This is especially important if your new hire reports to you, as it’s your job to keep everyone informed and on track. Make sure that you don’t have any gaps in communication, and that you’re keeping your new hire and the rest of the company up to date.
Bottom line
When you’re creating your onboarding experience, you need to keep in mind that your new hire will be entering a new, often challenging, phase in their career. In order to help ease any anxieties your new hire may have, you need to think about every small detail, from the way your new hire receives their first-day compensation, to the type of software they’ll use at work each day. After all, what could be more important than easing your new hire into their new role?
