How do you transition your new hires smoothly into their new work environment and set them up on a course of success? Your onboarding process is essential to making sure your newly acquired talent get introduced to your culture and land on their feet as they embark on their new job. In this week’s RPOA Weekly, we examine how to make onboarding work for you by updating your processes, fixing onboarding problems, and taking steps to keep your company safe.
Do your new hires have good cybersecurity habits? It’s an important question – once they join your team, their activities will either keep your company information safe or put you at risk. This article suggests making IT a part of the onboarding process and emphasizing the importance of cybersecurity, and focuses on four ways to train new employees to exercise good cyber judgement. These include being aware and wary of phishing scams, being careful about what they share online, keeping a close eye on corporate devices, and teaching what apps your employees can and cannot use on company hardware.
Old methods of onboarding aren’t working anymore. These days, you can’t sit a new hire down and tell them to simply fill out forms and expect them to stay. This article discusses why onboarding programs aren’t keeping up with the times, and suggests inertia as the primary culprit. It then goes on to suggest that HR and talent management use several techniques to get leadership out of the onboarding rut, including not making a big deal out of every change, doing research to make sure your claims are backed by facts and figures, and emphasizing the benefits and increased ROI that come from updating your onboarding.
Building employee engagement starts the moment new hire papers are signed, and your onboarding process is your first chance to get your employees engaged and excited about working with you. This article focuses on how to identify and avoid problems with your onboarding process, starting with an example of what a bad onboarding process looks like and its effect on new hires. It goes on to suggest three ways that you can level up your onboarding process and make it a meaningful experience, including making your new hires feel valued, leveraging technology by using interactive tools and gamification to help them acclimate, and assigning mentors to guide them through the onboarding process.
There’s a phenomenon on YouTube called “unboxing,” when people unwrap new objects and examine every millimeter. The people unboxing their shiny new acquisition are reminiscent of children receiving presents – they’re excited, they want to know everything about their new toy, and they can’t wait to use it. This article argues that instead of the usual onboarding process, HR and talent management should make new hire onboarding more of an “unboxing” experience that takes advantage of and prolongs the excitement of a new job and a new workplace. The article makes several suggestions for implementing an unboxing process, including getting started right away, keeping recruiters involved, and staying on message during the process.
How do you know if your onboarding process works? The easiest way to find out is to ask the new hires who just went through it. This article suggests using new hire surveys to measure the effectiveness of your company’s onboarding process, and makes several recommendations for getting the most out of your survey. These include encouraging comments, asking questions to gauge whether the new hire will stick around and avoiding leading or loaded questions.