New Hire Orientation Blog
Is your new employee orientation program doing everything it should be to set up your new hires for success with your company? If not, now is the time to start making changes or completely overhauling your new employee induction process. The labor market is tighter right now than it’s been in 50 years, and one of the best ways to make sure you retain your new hires is to hit a home run with your onboarding programs. This page describes how to make it happen.
Improving Employee Relations Through Better Onboarding
Before getting into the nuts-and-bolts of what goes into a great new employee orientation program, it’s important to point out the value of onboarding. You might think this is a message that has surely gotten through to most businesses, and yet more than two-thirds (68%) of companies still don’t have formal onboarding programs. This is a sorry state of affairs when you realize that robust onboarding has very clear and strong positive impacts on both new hire productivity and new hire retention. What’s even worse is how many companies allow true onboarding nightmares to occur when they could be building awesome employee relations instead.
Your New Employee Orientation Program Begins During the Hiring Process
Even during the hiring process there are things you can be doing to make begin the new employee orientation program. After all, you’ll have a much better chance of retaining new employees if your hiring process results in selecting the best candidates. And there’s more to that than ticking off all the boxes around qualifications and experience. One of the most neglected areas of the hiring process is crafting the right interview questions. For more information on this topic, see our article on Interview Questions: The Good, the Bad, and the Ugly.
Should a Job Assessment Test be Part of the Hiring Process?
There are many different tools available that can be used during the hiring process to help your company screen for the skills, behaviors, attitudes and personality characteristics you think would best serve your company. How much and what type of pre-employment testing, if any, is appropriate? Keep an eye on our New Hire Orientation Resources Blog page for an upcoming post on this very topic!
The Importance of Pre-Employment Orientation
What comes after your hiring process when you’ve found and made an offer to the perfect candidate who has accepted it? For a surprising number of companies, the answer is nothing until (or if) the new hire shows up for their first official day of work. But that’s a big waste of valuable time during which you could be ramping the new hire up to their first day. The importance of pre-employment orientation cannot be underestimated. There are a surprising number of things that can be accomplished during this pre-boarding period. Find out more on our Orientation Checklist page, the first half of which is devoted entirely to pre-employment orientation.
Welcome Letter to New Employees
The first element of pre-employment orientation is sending a welcome letter to new employees. This should be the first contact with those who have officially accepted your offer of employment. As such, this is a communication that can be a well-crafted email. Who should this welcome letter to new employees come from? What kind of content should be in it? Stay tuned to our New Hire Orientation Resources Blog page for an upcoming article about this topic! Important elements will include outlining everything they can do before their first official day, what you’re doing to prepare for the same, and what to bring to orientation on day one.
New Hire Forms Kill the Excitement of Day One
You’ll quickly discover in the pages this website and the articles on our blog that we strongly recommend avoiding anything to do with new hire forms on the first official day of a new employee. If you follow our advice, most if not all of the necessary paperwork should be handled electronically during pre-boarding, and any remaining new hire forms can be filled out sometime after the first day. You can find more information on the typical forms you’ll likely be dealing with on our New Employee Hire Checklist and Onboarding Checklist page.
Employee Orientation Handbook
Pre-boarding is a great time to let a new hire peruse your company’s employee handbook or staff manual so they have time to take it all in and make notes about anything they don’t understand or any questions that come up. But the big question is this: Is reading your employee orientation handbook about as exciting as watching paint dry? If so, then you’re not doing yourself any favors in terms of getting your new hire excited about coming to work for your company. Learn how to make it awesome in our article, An Employee Handbook for the 21st Century.
How to Welcome New Employees on Day One
When it’s time for the new hire to come to their first day of work, this is another very important aspect of the new employee orientation program that deserves special consideration. You want the new employee to leave their first day of work feeling energized and excited to come back the next day. We have a great list to make sure you cover your day one bases. It can be found in the second half of our Orientation Checklist page. If you welcome new employees on their first day according to what’s outlined there, you’ll be well ahead of most companies on retaining a highly-motivated employee.
How Long Should an Orientation Process Last?
Opinions vary widely on the recommended length of time your company’s orientation process should last. Some will say a couple weeks, others a month, and others will say up to 90 days. Given the many benefits that can be reaped with robust onboarding, is this something you really want to shortchange? After reviewing many articles and studies about new hire orientation and training, we believe anything less than a full year for an orientation process is shooting yourself in the foot. Read more about our rationale in the article The Best New Hire Orientation Timeline.
Orientation and Mobility Jobs
The gig economy is on the rise, which means many companies are dealing with a greater number of remote workers than ever before, whether they’re full-time or part-time employees or the new breed of freelancing individual contractors hiring themselves out on per-project or “gig” basis. Discover how to handle onboarding with these new hires in Gig Economy Onboarding: Getting it Right.
Employee Satisfaction and Motivation
If your company has subpar onboarding programs, you’ll have a hard time making up for it in terms of employee satisfaction and motivation. Learn more about the key role robust onboarding can play in boosting both on our How to Motivate Employees page.
New Employee Orientation Program Sample
Each company’s onboarding processes and programs is going to be unique. But there are some elements that should be common to nearly all businesses. For a new employee orientation program sample that covers pre-boarding and the new hire’s first day, see Orientation Checklist page. For a sample of what should be included during the rest of a new employee’s first year, see our New Employee Orientation Template page.
The benefits to be gained by paying attention to all the elements of a new employee orientation program outlined above are profound. The companies who have created robust onboarding programs know this is true. The companies who have not established high-quality new hire orientation training programs have somehow convinced themselves it either costs too much to do or won’t have a sufficient positive impact on the bottom line to be worth the investment. Don’t let your company be among those who continue to limp along without good onboarding.
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