The Employee Onboarding Process: They Said YES! Now What?

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The Employee Onboarding Process: They Said YES! Now What?

By | 2017-09-15T09:48:30+00:00 August 14, 2017|Best Practices, Employee Engagement, Employee Onboarding, Intranet Software|

Summary: They said yes, and signed the offer! The first steps of the employee onboarding process are crucial for entering into a long lasting, mutually beneficial professional relationship. Here is some advice from our CEO at Intranet Connections to make sure the honeymoon period starts off organized and welcoming.

Getting an accepted offer from a candidate can feel much like getting engaged.  After all, you’re likely going to spend more time together over the next few years than you will with your partner at home.  With all the time and energy invested: application screening, phone and in-person interviews, tests, reference checks, and much more, don’t stop now.  Once you land them, avoid the mistake of breathing a sigh of relief, then scrambling when they start.  Now it’s time to set them up for success and a strong first impression.

Warm Welcome and Early Access

The easiest way to begin is by having not only the hiring manager congratulate them, but a member of the executive group send a kind message.  These days, many of the software tools they’ll use are accessible over the web:  email, chat, intranet, and communication tools.  You can setup accounts and send them over email.  If you’ve been using your intranet to promote job openings, you can now celebrate and announce the new hire, giving details on their background, the role, department and when they’ll start so everyone can share in the win.

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Empathy Through Transition

It’s an emotional time and never easy to give notice for those switching jobs.  If you’ve got a full understanding through the interview process, you’ll know the level of support needed.  It could be as simple as a phone call or email to hear how their notice went, or full-blown relocation support, either way, it’s important to stay in contact.

Ready For Arrival

Nobody wants to spend their first day installing Windows updates, or even on basic paperwork.  You can use online forms and workflows to notify those responsible for workstation provisioning, account setup, paperwork, and have them sign off on tasks they’re responsible for.  With dynamic and customizable triggers, you can build intelligence in to conditionally alter the flow based on department or role, and in the end, you can notify their supervisor and HR so they can rest assured everything is set.

Tips to Make Day 1 Great

There are many things you can do to make the first day memorable.  Here are just a few:

  • Personalized welcome card from your CEO
  • Company swag like notebooks, pens, lunchbox, etc
  • Take them to lunch with their immediate team
  • Assign a buddy who’ll mentor them over their first months
  • Have them work on something right away, why not start with their intranet profile!

Preparing The Employee Onboarding Process 

None of this is rocket science, but cumulatively it does take a fair amount of coordination and forward thinking.  As you evolve, you’ll find other ways to satisfy additional needs, such as an onboarding site with an FAQ for new staff, perhaps a catalog of local eateries with comments/ratings from coworkers.  This is where your creativity can shine and come up with new ways to wow your people and make their work life easier.  If you have some winning employee pre-boarding ideas, please share them.

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By | 2017-09-15T09:48:30+00:00 August 14, 2017|Best Practices, Employee Engagement, Employee Onboarding, Intranet Software|

About the Author:

Rob Nikkel, CEO, brings over a decade of experience in building web applications for the financial and scientific sector to the Intranet Connections Team. With a Bachelors in Chemistry from the University of British Columbia and a graduate diploma from the Information Technology Institute, he also brings great depth and experience with requirements analysis, coding, quality assurance testing, systems integration, usability, scalability, training, road mapping, product strategy and leadership. Outside of his day job, if Rob isn’t exploring the latest gadgets or technologies, you’ll likely find him at the hockey rink or spending time with his young family.

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