The process of incorporating new employees into their role, company, and the team is known as onboarding. Onboarding is not something that happens by happenstance. It is created with participation from all levels of the company and skilled instructional design. It can be conducted in person or online with the help of online HR onboarding software. Understanding the multiple onboarding phases can help you design a clear approach to engaging candidates, enhancing new hire retention, and ensuring employees adjust to your organizational practices. Go through these phases if your organization is new to onboarding or if you want to improve this part of your HR process.
Here are the phases of the onboarding process-
1st phase- Pre-onboarding
The first phase of onboarding, often known as pre-onboarding, begins when a person accepts your offer and lasts until their very first day on the job. This is a critical time for your candidates since they are the most unsure about what is to come. Even a minor misunderstanding or confusion can cause prospects to second-guess their decision to join your firm. Candidates, on the other hand, will become more thrilled about their decision to join your organization if they are effectively handled and kept up to date on organizational changes.
You can implement this phase by assisting the recruits in completing the relevant papers throughout the pre-onboarding phase. Allow them enough time because they may be wrapping up with leaving tasks at their prior organization. If they are traveling, see if they require assistance in finding a place to reside. You may also send them a clip or article that explains how your company works as well as what their first day would be like.
2nd phase- Training for the role
Role training follows pre-onboarding as the second phase of onboarding. Role training instructs new employees about their day-to-day responsibilities and prepares them for long-term success. Employees may carry out the functionalities of their work with greater confidence once they understand what they need to do.
To implement it successfully, try to avoid generic and uninteresting training by using interactive technology such as virtual reality (VR) to keep learners interested. For instance, employees could practice workplace safety by working through various scenarios. The new recruits can practice safety measures in a simulation along with all the warehouse’s authentic sights and noises without placing people or property in jeopardy. Employees who have performed the processes in a VR simulator are quicker to engage well in a moment of crisis.
3rd phase-Facilitating their integration into their new role
The third stage of onboarding is designed to assist employees in transitioning from the position of a new hire to that of a full-fledged member. Encourage your supervisors to create guidelines for their new team members so that they are aware of their responsibilities. It is preferable to develop meaningful objectives to assist them to see success, excellence, and productivity. You might conduct a performance review on a monthly or quarterly basis to recognize their accomplishments thus far and assist them in improving their performance.
4th phase- Ongoing Development
Ongoing development is the final stage of onboarding. This stage entails developing a strategy for continuous professional and personal development. Employees can identify how they can keep contributing positively to and progress within the firm by developing a long-term plan. In this manner, both the recruit and the company can attain their objectives and succeed.
Onboarding is a critical component of any business that must be carefully managed in order to assist new hires in adapting to your organization’s culture, beliefs, and responsibilities. These phases are general in nature, however, you can alter them according to your company guidelines.