On-Boarding Plan for New Employees

Every new hire is almost like a blank canvas: he doesn't know the internal processes, nor is he familiar with the organizational culture or the way the organization works. Therefore, when recruiting more professionals, it is essential that HR has a good onboarding program for new employees so that newcomers are aligned with the functioning of the entire company and really feel part of it.

Even the best professional in the world can struggle when starting a new company. Getting used to the internal climate, demands, organizational processes and job requirements, in addition to building good relationships with colleagues, leadership and managers, is a journey that takes some time. However, the more welcomed and trained this new employee is, the faster and more efficiently they will adapt. This will not only help him to have more positive results, but also to retain this talent in the company.

All employees go through an integration process, either in a planned and HR-oriented way, or freely, when contacting colleagues. Some companies give quick presentations, explaining the organizational history and culture, sometimes with cute slides to break the ice. But this is not enough to prepare the new employee to assume their roles and feel part of the organization.

It is so important that HR guide this new professional in all the bureaucratic processes of recruitment: presentation of documents; entrance exam; signing contracts and other documents; etc. Doing all this before the first day is also a way to streamline operations and make better use of employee time later. Also, leave the materials and software that the employee will use, such as identification badge, computer, telephone line, passwords, among others, tidy.

it is also possible to designate a mentor for this new employee: a professional who knows the area well and who has been with the company for a long time. In addition, this figure needs to have well-developed personal skills, to know how to deal with the newbie and make this experience something really positive.

It's important to list all the actions and rules the new hire will need to know, like break times and even how the coffee shop and printer work. Some newbies are wary of asking questions the first few days out of shyness and to impress their new bosses and colleagues. Therefore, anticipate these issues so that the employee does not end up wasting time due to shyness.

The key to successful integration is setting clear boundaries and expectations. New employees need to know the company's policies and values. Your onboarding process is what sets the tone, especially when employees don't interact face-to-face with managers and co-workers.

* Collect all necessary information from each new hire.

* Helping virtual employees overcome common challenges related to remote work.

* Offer remote workers the opportunity to develop connections with co-workers and managers.

* Introduce the company's tools, systems and communication platforms to new employees.

* Strengthen the company's culture and engagement even from a distance.

The problem with the remote onboarding process is that it allows small details to go unnoticed. When a person is not physically in the office, it increases the possibility that HR and management teams will neglect some of the most important parts of the onboarding process. You can prevent such omissions by developing a step-by-step process for remote integration.