Onboarding Process for recruitment in IT industry

Onboarding process for recruitment

1. Onboarding Process… TechNeutron

2. Topics Sample Footer Text Introduction. Onboarding Process. Types of Onboarding Process. Employee Onboarding Steps. Benefits of Onboarding. Why Onboarding is Important. Training and Evaluation. 2/1/20XX 2

3. INTRODUCTION Sample Footer Text A solid onboarding process can make all the difference when it comes to a new employee’s experience and their success. As soon as an employee is able to do their job properly and contribute in a meaningful way, the sooner they’re able to feel like engaged and valuable members of the company.  3

4. What is Onboarding? At its core, onboarding is the process by which a new employee is initiated into a company or organization. But any good HR professional knows there’s a bit more to it than that. Onboarding starts during the recruitment and hiring process, and can stretch over the course of the individual’s first year.  Successful onboarding provides key information and important context for the employee in areas such as their specific role, company policies, company culture, and business processes and systems. 

5. Types Of Onboarding Process .

6. 1. The organizational onboarding process Step 1: Ensure paperwork is complete All good onboarding plans start before the employee starts their first day. Instead of having an overwhelming stack of papers waiting at their desk for them, send new employees any documents that can be electronically signed and filed, beforehand.  This gives them a head start on getting integrated within the company and their first taste of how things work. Nobody wants to be stressed out — or bored filling out piles of paperwork the first day at a new job.  Step 2: Create an employee profile on your HR software  If the documents mentioned above need to be signed through an employee HR software such as  BambooHR ,  Workday , or  Collage , you might have completed this step already. If not, it’s great to get this done as soon as you can so that you can provide access to the new employee.  6

7. 1. The organizational onboarding process Step 3: Give your new hire access to their email and tool accounts First, give your new employee access to their email account, since it’s usually used to access other accounts. You can do this before their first day and use their new email account to communicate with them throughout the onboarding process. Make a list of all the tools and software your new hire will need, and make sure access is prepared for them either before or during their first day. Step 4: Prepare the employee’s workstation Part of the onboarding process is making the employee’s physical transition to the office as smooth as possible — as long as they’re not working  remotely . Let them know where they can park, how to get into the building (key card, buzz into the front desk, etc.) and so on. Make their desk ready for them. Provide the office supplies they need, like notebooks and pens. Set up their chair and computer. It’s also helpful to have their computer connected to the internet and office printer before they start. 7

8. 1. The organizational onboarding process Step 5. Organize essential training While much of this will be job-specific (and fall under the technical area of the onboarding process), there will always be organizational  training  to do. At Unite, all new employees do: Company 101 training with the CEO Security and privacy training Training on what the Unite app does Training on common company processes Step 6. Provide a schedule for their first day One of the most stressful things about the first day on a new job is not knowing what to expect. Ease any worries by providing a first day schedule for your new employee.  This can include information such as:  What time they are expected to arrive and what time they should expect the day to end. Who they should check-in with when first arriving at the office. What their first few hours will look like. Where and when to attend a team lunch.   A first day at a new job comes with many questions, but a clear schedule goes a long way into helping them feel at ease. 8

9. 2. The technical onboarding process 1. Outline job responsibilities While your new hire knows what was outlined in the job posting, it can be really helpful to walk them through their responsibilities on the first day. Set up some time to have a more in-depth discussion regarding what their day-to-day will look like, who they’ll be working closely with, and what their key deliverables are. 2. Provide clear goals If any employee doesn’t know what success looks like within their role and the organization, there’s a good chance they won’t achieve it. Work with the employee to develop clear and achievable goals that align with the company’s objectives.  At Unite, we use objectives and key results for goal-setting. New hires are walked through the company and departmental  OKRs , and then work with their manager to set personal  OKRs  right out of the gate 9

10. 2. The technical onboarding process 3. Run job-specific training In addition to all of the company-wide training they’ll receive, they’ll obviously need training specific to their role. Try to plan this for their first week or two, and they aren’t blocked from progressing by a simple lack of training.  This training may be led by the manager or other members of the organization that they’ll be working closely with.  4. Schedule weekly check-ins and coaching sessions It’s important to schedule regular check-ins and coaching sessions with the individual. Weekly  one-on-ones  with the manager are a great way to ensure the onboarding process is running smoothly. As the employee becomes more comfortable, these can shift to bi-weekly or monthly as needed. Some questions to discuss with the employee:  Do you have everything you need to get your job done?  How are you finding your day-to-day work experience?  Is there anything else I can do to support you at this time?  What are some things you’ve noticed about the organization?  Do you have any questions or concerns about process, company culture, or policies?  10

11. 3. The social onboarding process  1. Introduce the new employee The first step to integrating a new employee into the company’s  social culture , is to let everyone know they’re arriving. This could be an email, Slack message, or personal introductions (or all three!). Be sure to include the new hire in your messaging so they can start interacting with their new colleagues. It’s an easy way to break the ice. 2. Assign them a work buddy When somebody is hired at Unite, they get a “buddy” in the company they can go to with questions about culture, process, or anything else they might be wondering about. As a new employee, it can sometimes feel like you’re bothering your manager every few minutes with another question, so this additional connection and resource is helpful for all involved.  We encourage our buddies to take their new colleagues out for coffee in the first week, to help kick-start that connection. 11

12. 3. The social onboarding process  3. Schedule a welcome lunch As mentioned above, a welcome lunch on the employee’s first day can make a huge difference in helping them build social connections right away. Schedule a lunch for the new employee’s immediate team, or any other people they’ll be working with on a daily basis.  This lets everyone get to know each other more personally, and it’s easier to ask for help from someone you’ve spoken to. If this lunch happens at a restaurant, cover the cost of this lunch for the new team member. Don’t force them to pay to get to know people. 4. Schedule meetings with key team members  While some training may be led by members of other teams, you should also schedule meetings between the new hire and key coworkers. This might include managers of other departments, individuals they’ll be working with often, or important members of the company.  These meetings can be either  one on ones , or include full teams (as long as they don’t consist of more than 10 people) 12

13. Employee Onboarding Steps.

14. Step 1: New Employee Recruitment Step 1: New Employee Recruitment Step 2: First Office Visit Step 3: Sending an offer letter Step 4: Early Onboarding for new Employee Step 5: Welcoming new hires on day 1 Step 6: Onboarding and Orienting new Employees in the first week Step 7: Ongoing Employee Engagement and Team Building 14

15. Benefits Of Onboarding. 2/1/20XX 15

16. Benefits of onboarding. Increased retention Increased job satisfaction Increased productivity Improved understanding of company culture Improved understanding of role expectations Improved team dynamics Reduced hiring costs Strengthened morale 16

17. Why Onboarding is Important? 2/1/20XX 17

18. Reasons why onboarding is important. New Hires Can Adjust Faster Onboarding Sets Clear Goals Get To Meet the People That Matter Employee Engagement Increases Opportunities for Mentorship Employee Retention Increases 18

19. Training and Evaluation. 2/1/20XX 19

20. Training and evaluation process To evaluate onboarding process organization uses different matric both from qualitative and quantitative methods, onside investing in HR software that includes onboarding features. Determine how long the onboarding process will last. Structure the pre-boarding process. Day one. Role definition, goal setting, performance indicators and work culture. Ongoing check-ins. 20

21. THANK YOU Sample Footer Text Presented By, Kajal Butle 2/1/20XX 21