When a person starts a new job, they may feel a bit nervous or insecure. That is why it is important that new employees feel welcome from the beginning, accompanying and supporting them. The pandemic forced us organizations to be very creative in this onboarding process, which can be face-to-face, remote or hybrid.
To guarantee a positive first impression, it is important that the new member receives an appropriate “physical” welcome kit: the technological devices required to carry out their task, stationery, the necessary software (in the case of intive, as a software company , It’s fundamental). No matter where you live, that kit should include everything a new hire needs to start their new career journey with the company.
There are also certain aspects of the onboarding process that need to happen before the first few meetings: a welcome email with helpful background information, first meeting schedule, welcome video from the company’s number one, etc. The focus should be on entering basic information from day one.
It is important not to overwhelm the newcomer with too much information on their first day on the job. In the case of intive, to avoid this, we have divided the induction into several meetings, prioritizing certain types of information according to the real needs of new staff members.
COVID-19 and its challenges
Working during the pandemic has been challenging mainly due to the lack of direct contact with other people. It’s hard to welcome someone, if most of us work remotely or in a hybrid model. Therefore, it is important to find new ways to integrate new employees and create a friendly virtual environment.
That is why adding relationship activities is valuable: virtual coffee-breaks or offer-offices, communication channels to share and chat about non-work topics, or designate a “buddy” within the company for the new hire. This person is the first point of contact and a great support for leaders during the onboarding process. The buddy helps the newcomer better understand the company and guides them through their career path, and is simply a friendly face in a still unfamiliar environment.
Comments and evolution
Post-onboarding feedback may be the most important metric. One month after joining intive, we seek feedback from all new hires, and we do so in two different ways: during a one-on-one interview with a Human Resources representative, and through an online survey asking them to rate and discuss, among other things, the incorporation process. If they point out something that needs improvement, we make sure to pay attention to it.
When a new collaborator knows how to ask for something and which area to go to, we know that the onboarding process has been successful, both for the people who carried it out and for those who paid attention and received the appropriate information.
Senior Recruitment Specialist at Intive
Source: Ambito
