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Revisiting how you onboard talent
The job of Talent Acquisition is not done when the candidate is won over and the contract is signed. As with brand awareness, the job of successfully onboarding a new employee is a shared task. After all, if you bungle things from day one, you will ruin the experience of the newly-gained employee, and, at worst, engender mistrust toward your brand. No one wants a revolving door situation where hard-won employees leave as soon as they arrive. This is especially important given our current remote-working mode.
Here are some factors to consider when designing a good onboarding process from a Talent Acquisition perspective. Ultimately, you want to ensure a seamless handover between recruitment and normal HR processes.
7.1. Appoint an onboarding partner to each new hire
Joining a new company can be confusing and nerve-wracking, especially remotely. Who do you talk to on day one? Who will be waiting for you when you boot up your laptop? Who do you go to for logistical questions? An onboarding partner is a crucial welcoming tool for the new starter – and it doesn’t have to be a HR representative.
7.2. Create a ‘notice period’ connection with the new hire
Most new hires will have a resignation notice period. This is a good time to familiarize the starter with your culture, your people, and their onboarding partner. You don’t want to give them more work, of course, but why not invite them to a pre-start Zoom drinks mixer?
7.3. Send a day-one care package to the new hire
Wellbeing is paramount, and gifts make fantastic greetings. Curate a thoughtful package of branded items (laptop sleeve, mug, water bottle) and delights (chocolates, puzzles, a stress ball) and send it to the new hire during their notice period.
7.4. Get technology sorted immediately
Setting up a computer ahead of time is one thing, but don’t assume that the new hire has a deep understanding of your organization’s tech stack. Set up a call with IT and have them explain your workday tools (e.g. Google Workspace) and processes. It will make starting a lot smoother.
7.5. Set up meetings with key people leaders within the first two weeks
It’s common in the remote world for new hires to go months before meeting key business figures one-on-one. These introductions need to happen immediately – lest delays produce awkward relationships – and, to give the new starter confidence and agency, they must be kept between the two.