An effective job orientation is one of the best ways to integrate new hires successfully. This can set the right tone for all the other aspects of the onboarding process. Businesses stand to benefit from making the orientation and onboarding process as efficient as possible. For one, this reduces the time it takes a new hire to settle into a job, whether sourced directly or through a staffing agency. In other words, a strong orientation and onboarding can help a new hire undertake productive work faster. Here’s how businesses can understand and improve their respective processes for both.
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Understanding Job Orientations
Job orientations should ideally occur in the very first few days after hire. The orientation process is a great medium for familiarizing new employees with the workplace. Orientations should typically cover roles, team introductions, compensation, and policies. Essential paperwork and documentation should also be processed around this time. Since new hires will likely have lots of questions, orientation processes should involve two-way communication instead of a crash course introduction to a new employer.
Improving the Job Orientation Process
The specifics of any process depend on several variables. For example, a startup’s culture may call for a less formalized orientation. On the other hand, the same may not be true of a data security company. However, there are certain approaches that businesses can apply to nearly any orientation process for more successful outcomes. The following are good examples:
Focus on Clarity in Role and Expectations
The orientation process should offer a clear understanding of the role, responsibilities, and company standards from the outset. The information communicated needs to be as clear and as unambiguous as possible. This can help inefficiency, confusion, and errors down the road. Employers should focus on sharing condensed information as opposed to overloading the new hire with too much material.
Make It as Efficient as Possible
Clarity shouldn’t be the only focus in a new job orientation. Employers would do well to reevaluate their orientation process for efficiency. Involving all stakeholders in the orientation process can offer valuable insights when pinpointing inefficiencies or obstacles. Businesses can then address these issues and focus on removing problems like redundancies or bottlenecks. When done correctly, the orientation should take up as little time as possible, yet deliver the expected results.
Create a Collaborative Experience
The orientation process works best in a collaborative context. A constant barrage of information doesn’t always work best, especially if a business is focused on executing orientations correctly. Involving new hires to voice questions and concerns can contribute significantly to creating a better process.
Employee onboarding is a larger process, of which job orientations are a part. Onboarding typically deals with integrating a new hire successfully into unique business culture and workplace. Transitions are often challenging, and the onboarding process can help streamline the transition for better results. Poor onboarding can add to the disruption, whereas streamlined onboarding processes can help new employees quickly become functional parts of the larger workforce.
Improving the Employee Onboarding Process
A successful onboarding process can go a long way to help businesses retain valuable talent. Onboarding typically sets the tone for the rest of the employer-employee relationship. In many ways, it is how a business makes a first impression on every new addition to the workforce. Therefore, investing in the following improvements will help employers see more successful hires:
Rely on Automation
Automated processes can help businesses save time, especially in the onboarding process. Of course, the entire process cannot be automated for every business. However, automating things like welcome emails, sharing information like the employee handbook, an orientation itinerary, and other aspects will still help employers save time and make onboarding more efficient.
Include Personal Time
It is very important to form meaningful connections with new hires early on. Being welcomed and actively engaged can do wonders for new employees settling into an unfamiliar workplace among new colleagues. Workforce managers need to engage proactively with new hires in the early stages to make sure they have everything they need to settle in.
Address Questions and Concerns
When working without the necessary tools or equipment, a worker’s ability to deliver optimal output is often impaired. Following up regularly with new hires can help businesses identify key technology gaps or need to be filled. When these gaps are addressed, a new hire may even be able to deliver above the employer’s expectations. Firms should invest time in learning about the challenges and/or limitations their new hires encounter. The resulting insights may well prove invaluable.