When I graduated from FIT, my aim was to find a job ASAP, and one with benefits. I quickly circulated my resume and strategically planned a cross-country getaway before I’d have to work for the rest of my life.
Since my cross-country adventure, a memory of eight years past this August, I’ve taken on a few roles, but most recently as a Product Manager at iCIMS. Focused on our Onboarding Solution, it’s impossible not to reflect on my personal experiences with onboarding programs. Of course some were good, some bad.
From not receiving a computer until week two to sitting in three days of full orientation sessions, I’ve witnessed a broad scope of programs, some of which I fell victim of. I’m being sarcastic, but they were pretty bad. I’m a believer that you’ve got to pay attention to your new hires. You have to make sure they feel welcome and that they have the tools they need to be productive, so they are able to focus on getting integrated within their respective teams, without distraction. Sometimes it’s the simple things like knowing where the break rooms are, what the pay schedule is, what days are considered holidays, and that you understand what benefits are available and how you can take advantage of them. And at the top on my list, from personal experience, that the IT Team has set up your computer and the new recruit isn’t staring at a blank wall. Without access to all of these basics, it’s likely your new employee is wondering why they accepted the position in the first place.
Why should your company, small or large, have an onboarding program for new hires? Because these are the people charged with delivering results for your business. You’ll want to treat them well and ensure they are ready to get going. With tons of paper work and coordinating between teams to ensure all the proper equipment and supplies are ready for day one, some organizations forget that there’s more to it then paper and equipment. There are people!
For the amount of time spent finding a candidate that has both the right skill set and the right cultural fit, once they’ve accepted it’s only logical to ensure they have full access to learn more about the culture and community they are about to become a part of. From employee handbooks and philanthropic associations to leadership vision and scheduled employee events, it’s important to immerse new hires into the culture as quickly as possible.
By leveraging technology, organizations can transition new recruits from candidates to employees fast, while simultaneously ensuring that new recruits are engaged. Teaming up your onboarding process with a technology solution can result in faster new hire productivity, enhanced HR productivity, increased retention rates, and improved employee engagement. Allow technology to centralize what your company has to offer and showcase your culture and community electronically with new hire onboarding portals. A signed offer letter is just the beginning – take that opportunity to shed a positive light on what your company is all about and serve as a brand ambassador. Remind them why your company is so great – it’s totally up to you! The more invested an employee is within the company culture, the more likely they will stay and be an effective contributor.
What does your organization do to engage employees during the onboarding process or first 90 days?