When an organisation decides to hire, issuing a job description and contract, in addition to an interview process, is simply not enough insight into the day-to-day role and exactly what will happen once your hire joins the team.

It’s a bit like driving a car in that the interview means they have passed the test and can get behind the wheel on day one but arguably don’t feel completely confident about driving. This is where implementing an effective onboarding process is critical to retaining talent.

Key elements of onboarding

There are simple surface-level aspects to onboarding such as a tour of the offices and facilities, but effective onboarding comes when individuals understand step-by-step how they will be integrated into an organisation. Consider the questions they will have:

• What training and orientation will happen initially?

• Has an informative training plan been set out with obvious markers for success?

• What is their long-term development plan?

• Where do they fit in the overall picture and structure of an organisation?

It’s about measuring whether the information is overwhelming or whether holding it back, leaves a new hire confused. This is a process that can be built and developed with your existing team by asking them questions: what did you need to know on day one, week one that would’ve been useful that we didn’t communicate? What did we do that was useful or meaningful and made you feel like you were part of the organisation?

Create a sense of belonging

Not many people are comfortable with the feeling of being a new team member. There are some steps you can take to mitigate this quickly so finding ways to encourage feelings of belonging and psychological safety from the outset is an essential element of effective onboarding. To an extent, this sits with your efforts towards inclusivity so that the narrative around belonging is always improving and your organisation is a space where people feel they belong.

Can you think outside the box and do a video orientation in advance of their first day?

A personalised virtual tour of the office where colleagues say hi and use your new hire’s name so that they feel welcomed before they have crossed the threshold? 

The benefits of effective onboarding

Reduces bad hires
We know how costly the hiring process is and if your onboarding process starts with impactful training and a clear supportive environment, it dramatically reduces the risk of bad hires.

Enhances workplace culture
A smooth onboarding process can go a long way to demonstrating an organisation’s values, mission, and workplace culture.

Increases employee retention
An effective onboarding process increases confidence and a feeling of security. Informative training coupled with a comprehensive rundown of policies and procedures sets clear boundaries and reduces errors and staff turnover.

Improves productivity
Implementing a successful training programme at the start of the onboarding process, allows you to impart knowledge quickly and increase the confidence of your new hire. This empowers them to be working in a productive and effective way right from the off.

Shaping your recruitment

Implementing a successful training programme at the start of the onboarding process, allows you to impart knowledge quickly and increase the confidence of your new hire. This empowers them to be working in a productive and effective way right from the off.

The Charisma team have decades of experience in the charity and not-for-profit space and is happy to help our clients develop their onboarding process, so please do get in touch if you want support on this.