Onboarding is a structured process for welcoming and integrating new employees into the company. It can help them to integrate smoothly into a team, reduce the adaptation time needed to maximise performance, and prevent them from leaving before the end of their probationary period. It begins as soon as the job offer is accepted and generally continues throughout the first few months of employment, or even until the end of the probationary period. But how do you go about it?
Visit 5 best practices to help you integrate your new recruits:
1 - Prepare for the arrival of the new employee :
- workstation
- IT access
- material required
[Note]
It can sometimes take several weeks, or even several months, before the candidate joins the company (due to the notice period in the previous position, for example). The N+1 should check in regularly. He or she may even invite you to social events (afterworks, etc.). The idea is to keep them motivated to join the company.
2 - Organising a personalised welcome
- presentation of the team
- welcome breakfast
- team lunch on the first day
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3 - Supporting new recruits
- appoint a tutor to liaise with the company's various departments and act as an administrative relay for all material matters
- propose an internal training programme: procedures, corporate values and culture, behavioural expectations, etc.
- organise a period of immersion in a particular plant, warehouse or department
4 - Regular monitoring
Example :
- regular reviews with the N+1: at the end of the first day, then every week
- update with N+2 at D+30
- mid-term interview with N+1
- end-of-course interviews with N+1, N+2, HR department
5 - Gathering feedback with a view to continuous improvement
- welcome all spontaneous comments from the new employee, whether positive or negative
- request a feedback or "surprise report
What could be better than a fresh pair of eyes to highlight the positive aspects that need to be sustained as much as the dysfunctions that need to be improved?
