The term “Before day one” is frequently used in HR circles. And if you don’t completely grasp what it implies, you’ll be excused. What are new employees looking for in a potential employer? How often should we be interacting? What kind of information or tasks are appropriate?
It may surprise you, but candidates want to know what to anticipate from their first day on the job before they show up there. Some want to know so they can be the best employee ever to grace your boardroom, but the majority don’t want to appear ridiculous, walk to the incorrect office, or be dressed to impress on casual Fri-yay when they’re not supposed to.
Let’s look at the best practices for onboarding new staff before their first day.
Disruptions throughout the onboarding process might indicate that you don’t care about making sure your new worker is prepared for success right away or want them to be productive. After putting in so much effort to bring them on board, you don’t want to give them the impression that they’re not appreciated!
As a starting point, these are some of the most typical onboarding duties (and a couple that isn’t):
- Security logins & access keys
- An electronic device such as a laptop, tablet, or smartphone (or BYOD registry)
- Monitors, cords, and those pesky adaptors
- Hardware logins, password management solutions, and role-specific applications and software
- Created profiles and share logins for the time and attendance software
- Specialized equipment and tools
- The use of customized name tags and uniforms
Uncertain about a new hire’s first requirements? Talk to their team leader or a coworker and go through a day in their life; you’ll rapidly discover products or logins you may not have considered.
Thus, you can confidently welcome your recruit, knowing they have all they need because you’ve already gone through the processes!
Documentation is the most tedious, perplexing, and aggravating aspect of the onboarding process. A missing signature on a single piece of paper or an unreadable bank number might cause significant delays.
Necessary documentation should be completed before day one:
- Employment contract Policies requiring recognition
- Payroll paperwork – banking, tax, and Super VISA & Work necessities
- Police and Working with Children verifications
Complete your paperwork as quickly as possible. The sooner the paperwork is completed, the sooner you can concentrate on the engagement aspect of onboarding. Electronic acceptance is a simple way to expedite the paperwork process, as it eliminates the delays of mailing, filing, and data entry by hand.
It will expedite the hiring process significantly, but you will also leave a lasting impact on your new employees.
To provide a lasting first impression, you must increase the degree of friendliness during onboarding.
Involve your team members in the process (and make them aware)
The onboarding process should include all workers, teams, and departments, not just HR. These groups significantly affect whether a recruit is motivated to work.
An employee’s primary point of contact will likely be their line manager. Still, it is also likely that they will benefit from access to HR and IT for questions about the company’s policies and payroll.
The onboarding process and the duties assigned to each internal stakeholder must thus be open and accessible to all stakeholders. It’s a lot to expect of HR personnel who are already overworked, so consider automating the process.
Preparation for the first day of work necessitates clear communication from the team leader. New hires need to establish a working relationship with their immediate supervisor as soon as their employment agreement is completed.
HR professionals are discussing how to keep team leaders motivated. While their involvement is critical to creating a successful employee journey, they are often irritated by red tape and bureaucracy. To keep every management informed and involved in the new employee’s journey, there are two main tasks you may perform.
Assign important assignments and deadlines to the team’s leader to “nudge” them forward.
The new starter should get a “welcome message” from the team leaders.
More than 60 percent of the best onboarding companies allow their managers to monitor the progress of new workers. Why shouldn’t yours?
To guarantee that best practices for new hire onboarding are followed, managers should be involved in the process instead of depending just on HR. Managers will be more than delighted to help with employee onboarding if they clearly understand the importance of employee engagement and the benefits of employee retention.
It’s essential to have a two-way conversation as part of this process. Managers must be made aware of which workers are in jeopardy by HR. Recruit performance, experience, and engagement should be shared with HR to improve the new hiring process.
Automating a few sound cues and reminders can assist team leaders in becoming epic managers. They can personalize the message, or if they’re short on time or imagination, there’s a helpful preset message to get them started)
Personalization may be used to increase the number of contacts between team leaders and their subordinates. Use prompts and default material to encourage leaders to get the ball going.
People are eager to join organizations whose values and ideas are like their own. Your culture, brand, and distinctive style need to be reinforced to new hires before they begin working at your company.
Be careful not to overburden them! List of important onboarding actions to make new employees feel confident and prepared for their first day of work:
- Greetings from the CEO and a brief history of the company
- The zoo’s staff members are introduced in this section.
- Terms and slang used by the team
- What to anticipate from team rituals and ceremonies – what to expect from group chatbots and socials
- The schedule for the first day
These procedures should be addressed in advance to make the first day of an employee’s onboarding as painless as possible. This will help new employees feel more at home and connected to the firm, coworkers, and unique position.