Sector News

Onboarding myths busted

December 29, 2016
Borderless Leadership

Onboarding is the last step when adding new hires to your team – and it is arguably one of the most important ones.

According to the Society for Human Resource Management, onboarding is “the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills and behaviors required to function effectively within an organization.”

What does onboarding look like in action? Here are some common myths about onboarding and ways that you can ensure the process is completed effectively:

Myth No. 1: Onboarding does not begin until the employee’s first day. In most instances, there is a gap of at least two weeks between the time a new employee accepts a position and when they actually start. The moment that an employment offer is accepted, it is time to get to work on the onboarding plan. Onboarding is a process – and that process should begin even before the employee walks in the door.

Put together a schedule of how they will be spending their first week on the job. Pre-arrange one-on-one meetings for them with key personnel so they can learn the business from all angles – not just the angle they will get as part of your department. Touch base with the new employee a couple of times before their start date to help ease any feelings of apprehension about having accepted the new role. Share the schedule with them so they will have a vision of what the first week will look like. Keeping new employees engaged and excited about the role will go a long way once they start.

Another key aspect of onboarding is making sure that the employee has the essentials taken care of before they start. Make sure they have a place to sit, that it is clean, and that basic supplies are in place for them. Order business cards and nametags for their desks. Nothing sends a stronger welcome than tangible items to show that you have been preparing for their arrival and are invested in making them comfortable from day one as part of the team.

Myth No. 2: Onboarding is the responsibility of HR. Onboarding is not the same thing as orientation. While HR can provide a basic overview of employment policies or mandatory training sessions, that is only a part of the onboarding equation. Think of onboarding employees as a continued investment in the time and effort you have already put forth as part of the hiring process. To maximize your ROI on that effort, make sure your employees are acquainted with all aspects of the company – not just the HR paperwork.

Myth No. 3: Onboarding does not need to cover things already covered during the interview process. Frequently, job candidates are courting several different employers at the same time as they are job hunting. Never assume that they will remember everything you said about your company during the interview process and that the interview process has prepared them 100 percent for the job at hand. While it may feel to you that you are repeating yourself, to the new employees you are simply reinforcing key messages about your company.

Myth No. 4: Onboarding programs are only need for entry-level positions. Even with decades of experience in a specific industry or job, employees need to learn how YOU do business. What makes your company tick? What are the “gotchas” about the employee culture they may not be aware of? What are the errors in your business’s history that you want them to avoid making again? There are still many things for even senior managers to learn – and assuming they do not need an onboarding program sends a strong message that they are “on their own,” which is not how any new employee wants to feel.

Before your new employees even walk through the door on their first day, you have already invested weeks of time in the search process and possibly even a sum of money with a recruiter; thus, getting them up to speed so they can become an effective contributor to your company as quickly as possible is essential to their success – and to yours.

Kim Garcia is Director of Marketing for PSA Security Network.

Source: Security Info Watch

comments closed

Related News

June 8, 2024

How to master a mock interview in any industry

Borderless Leadership

A growing number of AI tools can help you prepare for job interviews from the comfort of your home. For example, you can conduct mock interviews with ChatGPT acting as the interviewer. Once you practice answering questions in real-time, request feedback from ChatGPT on your responses and areas for improvement.

May 31, 2024

Peacocking, newskilling and digital detox: 9 new workplace trends CFOs must know

Borderless Leadership

With the CFO role expanding to increasing leadership responsibilities, finance chiefs must be aware of what outside factors play into how their teams approach and handle day-to-day work. Below are nine new trends currently making their way through workplaces that CFOs should be cognizant of.

May 26, 2024

Five steps to strengthening peer relationships in the workplace

Borderless Leadership

Imagine walking into an office where everyone is engaged, collaboration flows effortlessly, and employees genuinely enjoy working together. This isn’t a utopian fantasy—it’s the reality of organizations that prioritize strong peer relationships.

How can we help you?

We're easy to reach