The recruitment cycle completes with onboarding, a process by which new recruits are brought on board and oriented with company objectives and culture. The term is also called socialization, orientation or new employee training program. The aim of onboarding process is to assimilate a new recruit in the organizational culture and make him/her a productive and contributing employee of the company. Usually orientation techniques include videos, printed training materials, seminars and lectures. More than just an orientation program, organization socialization is a contributing factor to job satisfaction, increased performance and higher employee retention.
Like other hiring processes onboarding is also a neglected aspect of recruitment cycle as most recruiters have wrong assumption that their job ends with a candidate joining the company. Onboarding is a crucial component of any recruiter’s responsibility as it is the final exercise that turns a certain hiring process into successful recruitment. Good onboarding makes both clients and candidates more confident about the recruiter.
A recruiter should attain expertise in onboarding techniques as they are the primary contact through the pre-hire process. However before orienting a new employee with the organizational structure and culture the HR professional or recruiter must himself/herself be aware of it. When working with a new client, contract recruiters should always ask for a copy of the training materials they will have for new hires to familiarize themselves with the company’s on-boarding process.
For a in-house HR professional onboarding practices include introducing and helping the new employee know his/her team, department and co-workers; offer one-on-one time during lunch or coffee is nice if possible; helping the new recruit understand and assimilate into the company culture, follow dress codes, know corporate rules and policies; ensuring the new hire understands the path and potential of their new career with the company; making sure that whatever promises and expectations were made to the new employee during the pre hire process are documented and fulfilled; assisting the new employee in getting started with their real job tasks by providing them with software training, understanding of systems and process, knowledge of protocols, password access etc.
It is also essential to get feedback from the new hire and the client and make sure that the employee is settling in and that the client was happy with the service. When doing check-ins, recruiters should also ask how the onboarding process went for both the employee and the client. Good feedback can help the recruiter improve their on-boarding services in the future.