The culmination of the recruitment process, the onboarding process is a key step for the company. It lays the foundations for the working relationship with the employee. This onboarding period will determine whether or not the recruitment is successful. It is a time to boost employee motivation, commitment, and loyalty. How can you implement an onboarding process in your company? quarksUp offers advice for successful onboarding.
The onboarding process refers to the period during which a new employee is welcomed into a company. It involves actions and practices implemented to facilitate the new employee's integration into the company and the team.
The onboarding process is the link between the recruitment process and the employee's career path within the company. It bridges the gap between the hiring period and the start of the new job.
The onboarding process focuses on the employee's experience when they join the company. It ensures that new employees settle into their roles smoothly and gain a good understanding of how the company works.
Companies, keen to attract new talent, are increasingly refining their recruitment processes. In order to finalize a hire, the onboarding process is an essential step. It represents a significant challenge for the company and allows it to:
To reduce recruitment costs (fewer departures during the trial period);
To retain new hires and get them to embrace the company's values;
Improve team performance through effective handover;
To strengthen the sense of belonging;
To work on your employer brand.
Did you know? Some large companies offer personalized onboarding programs.
A personalized integration process will have an even greater impact. Some large groups have understood this well. For example, they offer innovative integration programs specifically designed for "recent graduates."
Welcoming a new colleague is not always easy. The onboarding process helps maintain motivation within the team and optimize performance.
Some people may be reluctant. The onboarding process should help break down these barriers. The goal is to ensure that information is communicated effectively, which is key to team productivity.
Training a new employee can be very time-consuming for other employees. When designing the onboarding process, it is essential to set aside specific time slots for this training. It is also possible to designate a team member to be responsible for training new employees.
For new employees, the onboarding process will be their first impression of the company. It will allow them to confirm, or not, their decision to join the company permanently. During this period, they will need to acquire a good understanding of their work environment:
For him, the stakes are high: ensuring that the position and the company meet his expectations.
The onboarding process for new hires begins before they actually arrive at the office. In fact, there is a whole pre-integration phase. During this period, the HR department gathers all the administrative documents needed for payroll and health insurance, among other things. The N+1 ensures that all the necessary work tools are available on the employee's first day. Office, supplies, computer, telephone, internet access, email, and badges: nothing should be overlooked.
On the day of arrival, the employee must be introduced to the entire team. This can be an opportunity to organize a team lunch to facilitate their integration. Their manager will accompany them as they take up their technical role.
It may be a good idea to give them a welcome booklet. This could contain an introduction to the company and its history, useful information (opening hours, company restaurant, etc.), important contact details (nurses, payroll, etc.) and IT access details.
The length of the onboarding process can vary from one company to another. Nevertheless, it is important to set milestones. At the end of the first day, it is essential to gather the employee's first impressions and answer any questions they may have. This meeting can be conducted by the manager or by HR.
Then set regular checkpoints to ensure that the employee is settling in well: end of the first week, end of the first month, etc.
The onboarding process generally ends at the end of the trial period. However, for certain complex roles, it is possible to provide longer onboarding support.
The integration process must be part of a necessary approach to continuous improvement. It is therefore important to gather feedback from new arrivals in order to improve this process.
For example, you can set up a satisfaction survey at the end of the onboarding process, asking questions about:
The onboarding process is a stage that requires particular attention. Attracting talent, retaining employees, and improving team performance are the major challenges of this onboarding process.
The 3 key points to remember:
