When employees first start at a company, there are two things that count: making them feel welcome and allowing them to get productive quickly. This requires a number of matters to be considered, from workstations through to coordination with team mates. A structured process minimizes effort and integrates new employees from day one.
Have new employees hit the ground running
Let templates do the work for you
Customize onboarding processes for individual departments and positions. Define tasks for each position and create relevant templates only once. Then reuse templates again and again to automate the allocation of tasks to colleagues.
A perfect start with automated emails
A formal welcome signals appreciation to new employees. Send automated emails on behalf of the managing director to your entire staff to welcome each new employee.
Leave a good impression with employees as they leave you
Planning an exit interview, terminating system access and ensuring that laptops and keys are returned – there is plenty to do when employees leave a company. A well-structured offboarding process defined by you according to your needs enhances your professional presence and helps prevent negative feedback.
Why is onboarding so important?
Hiring and training new employees is expensive. The cost of searching for a new employee, including the internal costs, quickly amounts to 30 – 40% of the yearly salary of the position you wish to fill. Once a fitting applicant is found, it is in the interest of every organization to train and familiarize him or her quickly and to help the new employee feel good in their new work from the beginning.
An employee who feels alone and out of place, because other colleagues and supervisors do not take time for him, his PC does not work, or he is not invited to meetings, quickly loses the motivation that made him stick out in his interview to begin with. Every resignation during the probation period that is not due to irreconcilable technical or personal differences should be avoided. Such resignations cost not only money and time for the renewed personnel search, but also leave behind the unfinished work that the new employee was hired to accomplish in the first place.
In light of the growing shortage of skilled employees, making sure the hiring and training process for new employees goes well from the beginning will help foster an image of being a good employer (both internally and externally).
Who is responsible for onboarding? HR or management?
The direct supervisor is basically the one responsible for a successful onboarding. The HR department is there to provide support and ensure that the onboarding process follows the same framework with all management and is considered as essential for a successful hiring/training of new employees.
The HR department can also provide operational support with overarching themes, like, for example, coordinating trainings that are necessary inter-departmentally. However, management retains responsibility for successful onboarding.
How much Leeway do you Have to Improve your HR Management?
Personio supports you in all of your HR processes, from managing applicants or vacations to payroll accounting. Receive a free Test-Account or find out in our 20 minute Webdemo which processes you can optimize through the use of more efficient software.
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