What is Employee Onboarding? 5 Best Practices

Now we have covered what it is and the importance of a robust onboarding process, let’s look at five onboarding best practices your company should be utilising.

1. Clear Communication: 

As a business, when inducting new employees you should provide clear communication from day one. This includes setting expectations, providing a comprehensive overview of the company and role, and continuing to maintain open communication channels.

Encouraging these types of conversations throughout the onboarding process fosters trust and transparency, allowing new employees to seek assistance or clarification whenever needed meaning they will likely have a smoother integration into the company. 

2. Structured Training: 

Offering role-specific training can help get a new employee up to speed with their job, equipping them with the tools they need for effective performance. Including easy access to necessary resources as part of the onboarding process will also facilitate a smoother transition for new employees.

A well-structured training program not only accelerates the onboarding process but also instils confidence in new employees and lets them know from day one that their development is nurtured and prioritised within the organisation.  

3. Social Integration:

Social interaction is a huge part of any role, and this is particularly true when there is a new team member. By facilitating introductions with colleagues, organising team-building activities and encouraging participation in company events, you can ensure your employee settles into the team well. 

For those working remotely, these kinds of interactions are particularly important. Ensuring new hires are welcomed into the team will help them feel valued, which positively impacts their job satisfaction and retention.

4. Feedback and Support:

Providing regular feedback and offering guidance and support where needed will help to create a culture of open communication. When you schedule regular check-in meetings to discuss progress, answer any questions they may have, and provide constructive feedback on their performance, a foundation for continuous improvement is established.

By offering guidance and support, companies can help new hires feel comfortable to speak up and face obstacles head-on, ensuring they reach their full potential within the organisation. 

5. Utilise Technology:

Technology can play a huge role in onboarding new employees, offering efficiency, accessibility, and convenience for both employers and new hires. HR recruitment software, also known as Applicant Tracking Software can offer businesses the following onboarding features: 

• Automated communications 
• Centralised document storage 
• Easy integration 

By leveraging technology when welcoming a new starter, companies can optimise their processes, improve efficiency, and enhance the overall employee experience.  

With smaller teams and often no dedicated HR departments, small businesses often struggle to allocate sufficient resources to provide suitable onboarding for new hires. However, streamlining the process can help set you up for success.

Consider the following points to get your new starter onboarded quickly and efficiently:

• Provide equipment and access 

Ensure that your new starter has everything they need set up and ready to go for their first day, including IT devices and access to company apps, along with the necessary login details. 

• Plan their first week 

Structuring the first week well with team introductions, training and the sharing of company materials will help to get your new starter settled into their new role. 

• Cost-effective solutions  

Consider using readily available resources that can be accessed for free online, or more effective yet affordable software solutions.

Actionable steps for inducting new employees

• Prepare for their start date with pre-onboarding processes such as sending a welcome pack before their first day. 
• Offer a warm welcome with an office tour, plenty of friendly faces and assigning a buddy where possible. 
• Create a structured training program to align the new employee with the company culture, goals, and details on how their role will play a part. 
• Encourage your new starter to socialise with the team by having face-to-face meetings, team building exercises and even after-work activities if possible