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Onboarding New Talent

Why the onboarding process?

New hires face several challenges. Among these challenges are managers who are unavailable or who provide inadequate instructions and support. New hires may also have to deal with disorganized workflows, or a lack of training on the specific tools needed for their job.

Managers have a crucial role to play in bringing new hires on board, and it’s important they make a good first impression.

Remember that new hires rely on you, as manager, to guide and direct them in the first weeks of their employment. This is known as onboarding — or introducing new employees to their new roles and responsibilities, setting goals and expectations, and acclimating them into the organization’s culture.

When you onboard new hires, you prepare them for success.

A well-designed onboarding process not only ensures people have a positive orientation experience, but will hasten new employees’ time to productivity, and improve retention. In addition, you’ll establish effective communication with new hires from the beginning, encouraging and inspiring them as they start out.

Setting learning objectives

So how do you ensure that the onboarding process is a success? First, you need to understand its purpose. Your primary goals should be to convince new hires that they made the right choice, introduce them to the organizational culture, and provide a foundation for their career development.

Convince new hires

New employees should feel confident they’ve made the right choice by joining your organization.

Research shows that new hires who aren’t won over during onboarding often start planning to leave during this period. Even if they choose to stay, they may disengage, put in less time and effort, and be less productive overall.

New hires want to know if their needs will be met and what, in turn, is expected of them. So you need to affirm that people are valued, help them feel safe, build a sense of connection, and ensure they feel welcomed.