After
finally getting the perfect candidate all the way through the interview process
and then successfully making it to the offer stage it's important to hit a home
run by properly inducting your new starter. The first couple of days at a new
job can be incredibly daunting but a lot can be done on the employer's part to
make this transitional phase as smooth as possible, ensuring the individual
feels immediately supported and that they have the necessary tools to really
hit the ground running. Detailed below are a few key points to hit in the
employee welcome pack;
CEO welcome letter
A welcome letter or note from the CEO, MD, or Founder can go a long way to make a new hire feel immediately valued. Their name has already been under the nose of a senior member of staff, and a personalised note adds that extra touch to someone's nerve-wracking first day. Really simple to execute but so effective!
HR handbook
A guide that outlines all the rules, regulations, and best practices of the business is certainly a less exciting part of the Welcome Pack but it is one of the most fundamental. You really can never have too much clarity when it comes to this topic so having it in writing from the get-go puts the employee in a really good position.
General handbook; include a meet the team!
This is a general guide for the office including a map if it's a big space; if there's any kitchen appliances that need some guidance such as a coffee machine; any unspoken rules that really should be written down (which fridge shelves are communal etc). A 'Meet the Team' with handy photos is also such a nice touch and eases any nerves about remembering peoples names!
Ensure all technology is working and logged in where possible
Having all the relevant technology up and running ahead of the new starter logging in saves so much time in the first few days and means the individual can really focus on the important stuff. It also allows for a bit more time for any issues to be ironed out if necessary. Any existing passwords should be written down for the new starter so that they can log straight in without a huge hassle for the office manager!
Training schedule short term AND long term
A short term schedule should be ready, printed out and in the new starter's calendar as soon as possible, preferably before they start. Being proactive when it comes to training schedules will really pay itself back further down the line but it also gives the employee a really clear picture of their first few weeks. A long term schedule should be outlined to the new starter within the first week by way of a face-to-face meeting, ensuring their trajectory is crystal clear so that they are able to really hit the ground running.
Pre-onboarding survey
Creating a quick and easing pre-onboarding survey online is a fantastic way to gauge how your new employee is feeling and what areas of the role they are perhaps apprehensive about. It's also where you can find out how they found the interview process and if they have any feedback to make the process even smoother!
