5 PHASES OF ONBOARDING

Depending on who you ask, employee onboarding would mean different things. It is the process of finding a new hire. It is the process by which a new hire gets acquainted with the operating system of an organization.

The goal of onboarding is to create a strong foundation for the employee as they prepare for long-term success within the organization.

Onboarding involves a series of steps or phases, which can be distilled into these five:
• Recruitment: An human resource manager (or a recruiter) establishes contact with the desired hire. Conversations centring around organizational goal and culture are reviewed, and the employee decides to take the job.
• First Day: The myth about first impressions are true. The first day at work is critical in the hire’s journey. This is where you find out their expectations as an employee and their perceptions of the core values of the organization. Most employers assume that the expectations would be revealed with time, but it is preferable to be clear on the hire’s goals and targets.
• Orientation: Every employee has an area of specialization or expertise. Matching them to a more experienced team member is a crucial part of the orientation stage. The reasons are numerous, and primary of them is that experimental learning has a greater effect on an individual than theoretical learning. Also, this will provide a platform for them to showcase their skills, experiences, and what they’re learning.
• Training: The traditional idea of “training” suggests professional programs that equip employees with expansive knowledge on issues related to their job description. The training phase, however, should also emphasize on performances and results. A new hire grows when deliverables are involved.
• Review: After three or six months, the employee is due for an assessment. The Human Resource team is often responsible for this phase of onboarding. Ask the employees questions based on their experiences. Are they impressed with their deliverables? What are the chances of long-term engagement with the organization? This is where you find out if a hire is a good fit for the role they were selected for, or if there would be the need for a re-assignment.

Overall, be deliberate about making the employee feel among. A positive experience lasts longer than a moment. Got questions on onboarding and other topics related to employee management? Contact our team at relliesworks.com.