- Step 1: Get a head start
- Step 2: Gather and add essential information
- Step 3: Help your HR department do what they do best
- Step 4: Equip your team with what they need fast
- Step 5: Make the most out of your new hire’s first day
- Step 6: Go above and beyond that first day, week, or month on the job
- Summing it up
Recruiting, hiring, and onboarding employees is one of the most important facets of running a service business. You can’t expect to help your clients in the best way possible if you don’t have a quality team to back you up.
Ultimately, the way you onboard new employees plays a big role in how long they’ll stick around. In fact, a study by Glassdoor states that companies with a strong onboarding process can improve new hire retention by up to 82%.
An easy-to-implement (and follow) onboarding process also shows how far you’re willing to go to support your HR department.
Online processes are one way to make sure that everything that needs to get done, gets done well and in a streamlined fashion.
Another recent study by Gallup states that 88% of employees were disappointed with their employer’s onboarding process. You can break this trend by focusing on creating a quality employee experience from the get-go.
This includes using certain tools and other integrations to make the process go a whole lot smoother. Let’s dive in!
Step 1: Get a head start
Benjamin Franklin once said, “By failing to prepare, you prepare to fail.” These words of wisdom can be applied to myriad situations, and your employee onboarding process is no exception!
Start the onboarding process before your new hire shows up for their first day. A detailed welcome package with everything they need to know can go a long way. Include information about the mission of your business, day-to-day operations they can expect, and what they need to know about your company culture.
You should also include important documents like:
- tax and direct deposit information;
- employee manual;
- NDA contracts;
…and any other policies they should be aware of.
You can set up an automation that sends out the package before their first day, as well as tools to track any collected info. Make sure to collect the necessary information required for benefit enrollment as well, and send out an explanation of the package they can expect.
You can set up tech assets through automation for tools like Slack or any internal systems they’ll need to log into. Setting up these types of accounts can take time: get a head start so that your new hire can easily log in on their very first day.
Step 2: Gather and add essential information
Once your employee has had a chance to look over the detailed welcome package, give them a day or two to send you the important information you need to get them paid, signed up for their benefits, and the like. Make sure that they know how to get in touch with HR if they need any assistance.
Remember: a quality onboarding process includes features like web forms and a document sign tool. As this essential information begins to roll in, make sure it gets to the right places. Once the documents get into your accounting and payroll systems, everything is straightforward and painless.
Step 3: Help your HR department do what they do best
Starting a new position can be exciting – as well as overwhelming. There are so many policies, systems, and protocols to learn. Automation takes a lot of the heavy lifting out of the process, but that doesn’t mean it’s not difficult.
It’s natural for a new hire to feel swamped! Let them know that you’re there to support them by setting them up with an HR representative. Record their questions, and build up a FAQ database over time for future hires that you can send by email.
Your HR department is there as a friendly face to help make the process easier.
Step 4: Equip your team with what they need fast
If you require your employees to wear uniforms, or if you simply like sending out swag like clothing, automation can help you. This is another area where web forms come in handy! Include a form with information about sizing and fit preferences in your welcome package to make sure that your staff member feels comfortable.
Use a web form to double-check business card information too. Imagine how welcome your staff will feel if they show up to their first day on the job with swag that fits, and a pack of brand new business cards on their desk. These little touches can go far when it comes to employee retention!
Step 5: Make the most out of your new hire’s first day
With all of the paperwork taken care of, you can focus on making the most out of your new team member’s first day on the job. First impressions are important on both sides of the equation! You’ve already prepared a stellar welcome package, now what?
Think about what you would expect on your first day at a new job. You want to give your staff what they need without blindsiding them with excess amounts of information. You want them to feel comfortable, and prepared for their new position!
Make sure they are familiar with all the systems and tools your business uses on a daily basis. Don’t overcomplicate it: ManyRequests, for example, makes it simple for teams to get to work immediately with a streamlined service requests list that assigned employees get access to:
Set up a one-on-one session between your new hire and their manager. Include quick meetings with other staff members and a tour of the office. Take things one step further by including a first-day itinerary in the welcome package!
Step 6: Go above and beyond that first day, week, or month on the job
Your onboarding process shouldn’t stop after your new hire’s first few days on the job. One way to help them feel more supported is to set up automation processes that will follow them 30, 60, and 90 days beyond their first day.
You can do this by creating a personalized survey to check-in to see how they’re doing as they reach certain milestones, such as a month or two on the job. Take things a step further by automatically setting up a meeting with their HR rep for an added human touch. This will help your new employee succeed—and it will also help you examine your onboarding process as a whole. Where did you flourish? Where can you improve?
You can go a step further and set up tracking tools to detect whether or not your hire is happy, or if they present a flight risk. For example, a new staff member that fails to submit all of the necessary paperwork within the first week may already be thinking about quitting.
Summing it up
ManyRequests offers plenty of automation options, including a customizable onboarding process for new hires (and new clients!). Check out all of the options and let us know what you think!