Recruit
Summary: Also called induction, it is the process by which a new employee becomes acquainted with the systems, structures, and culture so that they can fully integrate into their new workplace.
Employee Onboarding
Onboarding is a human resources (HR) term for bringing a new person into an organization. Also called induction, it is the process by which a new employee becomes acquainted with the systems, structures, and culture to fully integrate into their new workplace.
Why is onboarding important to the hiring process?
The purpose of onboarding new employees is to help them become successful, effective, and fully functional members of an organization. Simply throwing a new hire into their work and expecting them to learn on their own can be inefficient and ineffective, sometimes leading to confusion or even alienation of the new employee from the rest of the organization. Instead, the onboarding process is designed to direct that learning to make it more efficient, faster, and more focused.
Onboarding improves employee productivity and retention, which improves a company’s profitability. It also enhances job satisfaction and commitment while reducing job-related stress for workers.
What are the key elements of an effective onboarding program?
The onboarding process differs from training in that it’s mostly not specific to any one job. Rather than focusing on responsibilities and job-related tasks, onboarding helps a new hire fit into an organization with these essential elements:
Explanation of policies and benefits
New employees need to know the rules and conventions of the organization. They should also be informed of their benefits and formally signed up for any programs or schemes necessary to receive them. This should also include introduction to an existing company knowledge base.
Orientation to company culture
No two companies are the same, and coming to work for a new employer requires that employees learn the beliefs, values, standards, and behaviors that employees create and follow. This can include things as simple as how people tend to dress for the office or as complex as the methods and tools people use to communicate with each other.
Role clarification and KPIs
While a job title and list of responsibilities are an excellent start, employees need to know more about where they fit into an organization. They need to understand the authority structures that exist and their place within them. They also must learn how entire departments complement each other and interact. It’s also essential for new hires to learn the key performance indicators on which their work will be evaluated.
Networking
New hires need to get to know existing employees to help them fit in, work more effectively, and be more satisfied with their jobs. Formal introductions and connections can be made during the onboarding process to help new employees build their networks faster.
How can companies tailor onboarding programs to meet the needs of diverse employees, including remote workers?
Some companies choose to create standard remote onboarding programs to deliver information similarly to all new employees. While this general method ensures that all employees learn the same information, some businesses find that it’s not the most effective way to onboard. Instead, many find tailoring onboarding to individuals based on their roles and responsibilities, work environments, needs, and personalities to be more effective.
Remote workers, for example, may need more focus on communication tools and building networks with other employees they would otherwise have difficulty meeting. Information can also be delivered to workers in different ways based on their preferences. For highly social employees, for example, presentations and group discussions might be more effective than handbooks and videos.
What are the common challenges in the onboarding process, and how can businesses address them?
While creating an onboarding process for employees can benefit them and their companies, this task includes several common challenges, including:
- Inadequate equipment or resources
- Too much paperwork
- Unclear goals and expectations
- Communication barriers
- Lack of engagement
- Perception of time-wasting
- Information overload
Businesses can address these challenges by focusing on clarification, compliance, and connection. Putting the necessary time and resources into onboarding will pay dividends, and by constantly evaluating and updating programs, these benefits can increase over time.
How can businesses measure the success of their onboarding programs and improve them over time?
Companies can and should evaluate and update their onboarding programs regularly. Key indicators like employee performance and retention may show the effectiveness of these programs. However, listening directly to workers via interviews or surveys can reveal insights into how onboarding can be enhanced. By actively collecting data on what works well and what doesn’t, HR departments can constantly improve their onboarding programs to the benefit of both companies and employees.
Andrew (Drew) joined the Remote People team in 2020 and is currently Director, Regulatory Affairs. For the past 13 years, he has been a trusted advisor to C-Suite executives and government ministers on international compliance and regulatory issues. Drew holds a law degree from the University of Otago, a PhD from the University of Sydney, and is an enrolled Barrister and Solicitor of the High Court of New Zealand.
