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Employee On-boarding
Best Practices
- Jerry Abey Chittooran
Employee on-boarding is not a one day affair. It’s the start of a
process of making the new hire a part of your corporate family.
3 Step Process
Pre-boarding
On-boarding
Post-boarding
Step 1
Pre-boarding
Send your thanks for
accepting the
employment offer &
convey your team’s
eagerness in starting to
work with the new hire.
Remember, the
candidate could still be
poached by someone
else.
So keep in touch.
Assign a buddy at
work to help the
on-boarding
process.
Engage with the new hire
well before he joins the
organization.
Connect and follow
him on social
media.
Intimate the new hire progress of arrangements
you are making to accommodate him @ work.
Occasionally ask him about the transition
process at his present job and how he is
handling the same. Offer advice if he seeks.
`
If possible offer him an
informal chat over coffee or so.
This need to be at a facility
outside work.
Invite for office events so
that socialization can
happen well before he
joins.
Keep Him Posted on Key
Organizational News
Keep the new hire posted
on key organizational
happenings and
developments.
Do not snoop into every bit
of detail in the name of
background verification.
Do not
make
promises
which
cannot be
honoured.
Step 2
On-boarding
Not just HR department’s welcoming
ritual. Everyone should be involved.
Entire team should be ready to offer
welcome, guidance & support to the
new hire.
Not to be seen as a paper mill process. New hire orientation should add value.
Make your welcome look like a red carpet experience !
Be on the dot. Never keep a new hire
waiting on the first day.
Instead if you could wait to welcome
your new hire, it would create an impact.
Introduce your new hire to the team in style.
Make him feel valued !
Provide the new hire opportunities to socialize with the team.
No cookie cutter approach.
Customize the orientation
program to suit the audience
Familiarize the work
environment,
culture, policies,
procedures and
process maps.
Help the new hire to adapt to the new environment he is in.
Let the buddy to help
understand the nuances
at work.
Never give too much work for the first day.
Give time to settle down and know the new
environment before assigning complex tasks.
Assign dedicated time slots for
key learning sessions and
training programs.
Review each learning outcome
at regular intervals.
Average attention span of an adult is 8 seconds. So just don’t
rush through the formalities.
Take a slow, but steady approach.
Offer hand outs and
documents for future
reference.
Offer clarification
for doubts &
concerns.
Avoid
Information Overload
Step 3
Post-boarding
Keep giving the “ wow ”
experience you offered
during the hiring and
on-boarding phases.
Your new hire is not a superman.
So don’t expect him to turnaround your business in a day or two.
Be patient.
Offer role clarity so that conflict
of responsibility can be avoided
in future.
Set clear
expectations &
success criteria.
Orient the new hire on how to focus on the goals by
manoeuvring obstacles and stumbling blocks.
Listen to Ideas and
Suggestions. If found
good, implement
them.
Monitor performance progress
periodically.
Offer feedback
so that
improvements
can be made.
Appreciate good
performance and
incidents.
Offer rewards and
recognition.
Do not micro manage !
If possible,
keep the new
hire away
from rumour
mongers.
Stay away from discussing anything related to office politics.
New hire orientation is not an end.
It is the means to an end.
It enables the new employee to get a head start to the
race !!
Support him
early on so that
the best skills
can be brought
out going
forward.
The new hire’s decision to stay
depends on the experience he
receives.
Failure to create a
remarkable experience
results in something we
fancily call “ Attrition ”
jerryabeychittooran@gmail.com
Jerryabeychittooran
www.facebook.com/jerry.chittooran.9
https://www.linkedin.com/in/jerry-abey-chittooran-
72812733?trk=nav_responsive_tab_profile

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How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chittooran