5 elements of a winning employee onboarding program

5分钟，24秒阅读时间

您花了很多时间和精力来管理candidate experience。You think about how to communicate with candidates during their application process, how to streamline phone and on-site interviews, and how to collect feedback so that you can improve any areas where you let them down.

But let’s say that you’ve successfully navigated all those steps and made an offer. Time to pop some bubbly and celebrate for a moment!

好吧，既然您完成了庆祝，接下来会发生什么？

就像您为创造出色的候选人体验创造出色的时间和资源一样，您还需要考虑如何创造最佳的新员工体验。

New hire onboarding is complex (so complex, in fact, that we wrote an entire eBook about it!), but we’ve boiled it down to a handful of essential elements.

那么，您如何创造一种入职经验，使您的新员工感到受到欢迎，兴奋和准备开始为您的公司做出贡献？请继续阅读我们的5个技巧！

1.从预板开始

像Airbnb和Sendgrid这样的前瞻性公司意识到，入职业不应在员工的第一天开始。您可以在“预付费”过程中提前处理某些任务，以使新员工的第一天具有高效和乐趣！

以下是您可以将这些任务纳入预董事会程序的一些任务：

• 让新员工填写您的文书工作，例如您的NDA，发明协议和税收表。

• 为新员工提供第一天的详细时间表（包括通往办公室的指示，与他们会见的人的名字以及他们计划在午餐时做什么）。

• Share a copy of your employee handbook and guide to benefits.

• 允许新员工要求其首选的桌子/计算机/设备设置。

• Give new hires access to your company intranet or onboarding software likeGreenhouse Onboardingso they can familiarize themselves with their coworkers.

• Share contact information for HR staff or employees who can address their questions prior to their start date.

2. Take it beyond HR

It’s true that your new hires have a lot of business to take care of with your HR or People Operations team, but their onboarding experience should involve people from throughout the company.

For starters, your new hire’s direct manager and teammates can handle a lot of the tasks related to how things are done in their department. They’ll be the ones to share processes and workflows as well as expectations around performance. Your HR team doesn’t necessarily need to tell direct managers exactly how to onboard new team members, but it’s a good idea to check in and make sure they have some processes in place to give a consistent experience to those who join their team.

让其他团队的人向新员工介绍自己的工作以及他们的团队正在做的工作也是一个好主意。这有助于新员工了解不同部门如何进行协作，增加他们在办公室周围认识的人数，并使他们更容易知道当他们有一个问题或问题的问题时，他们在部门以外最好地解决了谁。

但是，不要忘记，从一家新公司开始不仅仅是工作，还涉及到新的工作空间和环境。待了一段时间后，您就会知道如何在咖啡机上工作以及所有最好的午餐点所在的地方，但是需要一些时间才能到达那里。您可以通过将他们与公司的好友配对来帮助新员工加快此过程。好友将在第一周将新员工带出午餐，并作为新员工对公司文化或政策的任何问题而成为重点人。

3. Invest in employees’ long-term development

当您有一个新员工开始时，诱惑可能是使他们尽快工作。但是这种策略可能有点短视。花点时间制定员工发展计划可以帮助您的员工可视化您公司的未来，并证明您致力于他们的长期成功。

您的员工发展计划可以像需要增加责任水平的目标清单一样简单。例如：

第1个月目标：研究行业，并向经理出席。

Month 2 Goal:发展特定软件的能力。

Month 3 Goal:与至少两个部门的成员一起参加一个项目。

或者，如果您愿意，您可以更加详尽，并设计一个包含几种不同类型目标的计划。有些要考虑的事情是与新员工工作有关的目标，他们将要从事的特定项目，专业发展和绩效。

4.让它变得有趣！

You can get as creative as you’d like when you assign tasks to new hires.

Here are just a few of the ways cutting-edge employers are making onboarding interactive and fun:

• Offer a lending library of books that have influenced the company’s founders.

• 在办公室周围的寻宝游戏中发送新员工。如果您设计它是为了鼓励与不同部门的人互动的奖励积分！

• 与一类新员工和一个联合创始人一起进行问答，以解决有关公司历史，愿景和方向的所有问题。

• Decorate the new hire’s desk with balloons, a welcome sign, their favorite breakfast food, or all three!

• Throw a “New Hires Celebration” party for all employees who have been at the company for 100 days or fewer.

5. Don't forget feedback

全面的入职计划不应集中在单向信息流上。同样重要的是，让新员工有机会分享有关公司一般和入职过程的反馈。

One easy way to get feedback is to put a new hire survey in place. You can send it at the end of the first week, first month, or any other time when you think new hires might have something to say.

获得反馈的另一种方法是要求新员工向人团队or other stakeholders on how they’d improve the onboarding process. You get great feedback and you also show your new hires that their voices are heard and their opinions are valued—it’s a win-win!

As you can see, when it comes to new hire onboarding, there’s a lot to cover! We’ve introduced some of the basics in this post, but if you’d like to dive deeper and get access to timelines and checklists to help you with each step of onboarding, be sure to download our “New hire onboarding guide.”

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