Lots of effort and planning goes into hiring a new staff member. But do you pay as much attention to what happens after the new hire reports to work?

For some companies, onboarding a new employee consists mainly of paperwork and a quick office tour to point out the restrooms and breakroom. However, the process of introducing new staff to the business, their role, their teammates and the company culture should encompass much more.

Why You Should Care About Your New Hire’s First Days

It’s hard being the new person; even harder for younger workers, some experts say. Providing new staff with a comprehensive introduction to your workplace puts them at ease and makes them feel like part of the team.

“Organizations with strong onboarding processes increase new hire retention by 82% and improve the productivity by 70%,” according to career advice expert Zippia. Conversely, poor employee onboarding can contribute to a new hire jumping ship within the first few weeks or months.

What is Employee Onboarding?

An effective onboarding program should encompass all the equipment and information a new hire will need to integrate into the company and do their tasks. Among the first steps:

Prepare them for success.

Your new person’s workstation should be clean and ready with basic office supplies — and maybe some fun swag like a company water bottle. Have IT set up their computer by clearing it of old files, installing all required software and apps and providing log-on information and passwords. Schedule and explain the process for any orientation programs your company requires.

Make them feel welcome.

An office tour is a must and should include introductions, especially to coworkers and management they’ll be working with regularly. Help break the ice with a team lunch during the first week. Introduce them throughout the organization via the company newsletter and to the wider world on your social media channels.

Sit down with them one-on-one.

Discuss their job expectations, work schedules, company policies and procedures. And because their first unexpressed thought is going to be “Now what do I do?” provide a checklist of key tasks.

“Include all the essentials, from signing into their email account to learning how to use the scanner,” suggests Workful. “A checklist will give your new employee a clear idea of what is expected of them that first week and can provide an early sense of accomplishment as they complete each task.”

Don’t overwhelm them.

If the position has been open for a while, with other staff picking up the slack, it’s tempting to go full speed ahead to make up for lost time. But you don’t want your new hire to learn to swim by tossing them into an ocean of unfamiliar tasks. Give them time to settle in and learn. Pair them with teammates or a mentor who can introduce them to their job duties and be available if they have questions.

Stay involved.

Don’t leave the new hire with their peers and then disappear. Managers can make or break the employee experience. Arrange regular check-in sessions with the new hire for at least the first three months, SHRM recommends. They’ll be more at ease and engaged if they feel supported by management.

Create an Onboarding Process

A process involves a series of steps that can be documented and repeated. Develop your company’s onboarding process thoughtfully, taking time to consider all aspects of your new hires’ earliest experiences at your organization.

“Coming up with a detailed onboarding process plan that clearly defines each step ensures that your new employee receives every bit of training they need to succeed,” notes PeoplePulse. “This process also ensures that every new hire is treated the same way and that each new team member gets all of the components they need to thrive at work.”

How Can You Streamline Employee Onboarding?

If you’re still looking for your next great new hire, contact the recruitment experts at Pro Resources Staffing Services.