A Short Guide To Best Practices In Onboarding New Recruits
While all the major global corporations have onboarding policies and best practices perfected, smaller businesses may not have the resources to even develop a standard handbook with all the information necessary for the onboarding process.
When onboarding new recruits, the information in that company policy handbook is vital for the success of the employee being onboarded. If this is something you have been looking into, here is a short guide that will help you better understand the onboarding process and the importance of a handbook for the future of that new recruit.
Why You Need A Company Policies Handbook
You may be wondering why you need that handbook in the first place. Actually, it serves several purposes but most of all, it is a way of introducing a new employee to company policies, according to HR Dept.
The employee handbook should describe the company culture and explain the different departments and processes within the organization, such as how the company’s HR management software handles timekeeping and time-off requests. Information about the job’s hierarchy, chain of command, and communication should be included, as well as any benefits.
As to the reasons why you need that employee handbook, acquainting the new recruit to policies and best practices is only part of the reason. Also, there have been times when a disgruntled employee terminated for repeat violations of company policies filed a claim for compensation for wrongful termination.
They claimed they hadn’t been apprised of the company policies they violated. If you’ve had an employee sign that they’ve read the handbook, they have no legal ground to stand on. However, it is the hope that this kind of situation never occurs.
Onboarding Process
This is one of the areas where HR departments can help. However, maintaining an in-house HR department isn’t always cost-effective and HR outsourcing has become quite common in recent years to advise smaller businesses in all things related to Human Resources. It all starts with the onboarding process and if it is done right, a majority of new recruits will find a future with the company.
Onboarding actually starts prior to the first day at work. The new recruit will usually come in a day or two prior to commencing work to fill out all paperwork and to read and sign the company handbook.
As mentioned above, having the new employee acknowledge the handbook is vitally important. However, they can also be apprised of any dress codes or uniforms needed for the job. Some companies provide uniforms and others require their employees to purchase appropriate attire.
The First Few Days On The Job
Some companies set a probationary period at the beginning of employment. During this time, the new recruit learns what is expected of them and is introduced to their team leader, department manager, and any of the company administrators or directors as necessary.
Some companies have videos new employees can watch, but if not, a team leader should be assigned to talk about how each task is handled at this place of employment. Sometimes new employees are asked to observe more experienced employees for the first week.
This is common in manufacturing as well as in the hospitality industry. Also, whenever cash is handled as part of the job, it is vital that the new recruit learns the cash register and/or the POS computer system. It is not good practice to throw a new employee out on the floor and expect them to be able to perform their duties well.
The Role Of The Trainer Or Team Leader During The Onboarding Process
This is something else that many companies don’t do and probably should. In the early days when a trainer or team leader is walking a new employee through the tasks, they will be responsible for, a careful note should be taken of that person’s strengths and weaknesses. Not only can training be better tailored to the needs of that employee but observing strengths can hint at a direction an employee might progress in.
Sometimes weaknesses work the same way but with opposite results. Initial weaknesses can suggest departments or jobs that recruit might not handle well. The main takeaway from all this is that the onboarding process and an introduction to company culture are extremely important for the future relationship between the new recruit and the company.
If you lack an HR department and don’t use any of the above-mentioned processes or tools, an HR advisor or outsourced firm can help you fill in the spaces you are lacking.
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