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When a new employee is hired, the company's onboarding process sets the tone for their journey. HR recruiters play a huge role in crafting a great experience, and a seamless onboarding process can be a significant factor in an employee's decision to join and stay with an organization.
To that end, Forbes Human Resources Council members discuss strategies and practical tips for HR recruiters to enhance their onboarding experience. From the first day to long-term integration, follow these tips to ensure your new hires not only feel welcome but are set up for success in their new roles.
1. Inform And Engage Prospective Hires Before Their First Day
Inform and engage prospective hires between accepting the offer and their first day. We can send corporate information, introductory films and updates. - Kiko Campos, Carrefour Brasil
2. Set Expectations And Introduce The Company Culture Early On
Onboarding should begin immediately after the candidate accepts the job offer; organizations that wait until the employee’s start date risk losing that worker before day one. Expectations should be set and integration into company culture should happen early on. Ensure your new hires feel included and ask for feedback throughout the period of acceptance to their first day on the job and beyond. - Sarah Peiker, Orion Talent
3. Implement Personalized Orientation Sessions
Elevate the onboarding process by implementing personalized orientation sessions and establishing mentorship programs. Ensure seamless technology integration for a smooth transition, fostering a sense of belonging and accelerating new hires' integration into the company culture. - Cally Stanphill, PainTEQ LLC
4. Deploy New Hire Toolkits And A Week One Schedule
In our organization, onboarding sits in recruiting and plays a crucial role in bridging the candidate experience into a fantastic employee experience. Deploying new hire and manager toolkits, a week one schedule, a handoff to functional onboarding, a self-directed schedule, a dedicated point of contact and feedback surveys for improvement are all best practices. - Liz Corey, Velosio
5. Make Yourself Available
A simple but meaningful action is to make yourself available to them. You have been their main point of contact throughout the pursuit and interview discussions leading up to their joining, and I recommend continuing to help support them over the first few weeks as they meet others and learn the dynamics of the company. Blocking 15-minute slots on your calendar to check in is a helpful reminder. - Janet Vardeman, Avanade
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6. Share Information To Ease New Hire Anxiety
Recruiters can help new hires understand some of the cultural norms in an organization like if there will be a dress-down Friday, if they refer to everyone by first names, if there are lunchtime routines, the types of available affinity groups or ERGs and so on. Recruiters should share any information that will ease the anxiety of navigating a new environment and company culture as possible. - Tracy Jackson, Clutch
7. Onboard Cohorts Of Candidates Together
Onboarding should facilitate collaboration as soon as possible. To do that, onboard cohorts of candidates together. Time their onboarding so that it coincides with company-wide onsite collaboration days, enabling them to meet coworkers in person early on. Circulate a slide introducing the new hire to their wider team, and encourage knowledgeable team members to set up introductory meetings. - Julia Pollak, ZipRecruiter
8. Connect The New Hire With Their Manager And Team
Connect the new hire with their manager and their team. This eases the anxiety and uncertainty the new employee and the existing team are both likely facing. Once the excitement of an accepted offer subsides, the reality of the unknown sets in. Fostering communication and connection for the new hire and their new team will set everyone up for success and remove the awkwardness from the first day. - Lindsey Garito, Westchester Country Club
9. Provide A Daily Schedule For The First Week
One process we've implemented at Broadleaf is providing new hires with a daily schedule for their first week on the job. This includes standing meetings, welcome lunches and meet and greets. We send this to them in advance so they know exactly what to expect. This can help alleviate some anxiety and unknowns and show employees that we invest in them from day one. - Lynne Marie Finn, Broadleaf Results
10. Send Details About The Company, Role And Team Beforehand
To improve new hire onboarding, HR recruiters should send detailed info about the company, role and team beforehand. Welcome new employees with a thoughtful note or gift. Ensure onboarding is structured, outlining daily activities, while also personalized to suit individual learning preferences, creating a welcoming, efficient and tailored introduction to the company. - Shiran Danoch, Informed Decisions
11. Coordinate Seamlessly With HR Operations
To enhance the onboarding experience, HR recruiters should emphasize company values and culture during interviews. Post-hire, they should coordinate seamlessly with HR operations for a smooth transition. Additionally, follow-up calls with new hires are crucial to assess their acclimation and to introduce our employee referral program, showcasing our dedication to a culture-rich environment. - Chad MacRae, Tinder
12. Utilize Employee Video Testimonials
Recruiters can transform the onboarding experience with employee video testimonials. They can be low-lift, yet highly impactful in humanizing the employee journey—from initial touchpoint through onboarding. Videos can personalize the experience, create a sense of belonging, provide how-to's and introduce the team. - Laura Coccaro, iCIMS
13. Stay Connected During The First 90 Days
Once the start date is confirmed, the journey doesn't end there! It's critical to stay connected from offer to acceptance through the first 90 days. Quick touch points to offer assistance and to serve as a conduit to other functional areas that may provide support. A new hire welcome kit, with company-branded swag, is a warm gesture, too! - Britton Bloch, Navy Federal
14. Tell New Hires You Want Them To Stay Long-Term
Employers should let new hires know on day one that they want them to stay for the long haul. The best way to do that is to empower employees, however long they have been with an organization, to chart their own career course. Career advancement means different things to different people. It's no longer about a corporate ladder, but a vast web that flows in multiple directions. - Jess Elmquist, Phenom
15. Inform The Candidate Of Onboarding Groups Or Buddy Programs
Clearly communicate with new hires what the onboarding process will look like, and provide them information such as the start date, supervisor name and so on. If there are onboarding groups or buddy programs, inform the candidate of those groups or any other support you offer. Ensure all hiring information is communicated to HR and the hiring manager so the employee has a seamless transition. - Erin ImHof, CertiK
16. Create Objectives During The Probation Period And Listen To Feedback
It is imperative that the new hires feel the promise made to them during the hiring process. Robust probation period objectives, listening to feedback from new hires and periodic management monitoring are all necessary for HR and line management. The company will always have access to the talent and skills it needs to accomplish business goals if its recruiting strategy is implemented successfully. - Dr. Nara Ringrose, Cyclife Aquila Nuclear
17. Check In With The New Hire Regularly
One word: communication. It frustrates candidates when they don't know what is going to happen next or where they are in the process. Not only should the recruiter keep up a steady stream of communication, but they should also encourage the hiring manager and HR partner to check in with the candidate at regular intervals, particularly during the limbo time between the offer and the start date. - Tracy Cote, StockX
18. Provide A List Of Key Stakeholders
Recruiters can create excellent onboarding experiences with soon-to-be employees by sharing key information about the foundations of the company as they are permitted, providing a list of key stakeholders for the new hire to meet immediately upon joining, and most importantly, by staying connected with them in the weeks after they've joined to check in on if their experience matches what they expected. - Lauren Tropeano, Skillshare
19. Leverage AI To Develop Personalized Training Plans
HR recruiters can leverage generative AI to develop personalized training plans and adaptive learning modules to deliver relevant and timely content to onboard and train new hires. This tech-driven approach enables leaders to tailor the onboarding journey with AI-driven insights to ensure a smoother transition and a more customized employee experience to foster faster integration and engagement. - Albert Galarza, TELUS International
20. Focus On A Streamlined Administration And Personalized Welcome Packages
HR should focus on a streamlined administration, personalized welcome packages and mentorship programs to enhance onboarding. Engaging training tailored to individual needs and regular progress check-ins are critical. These strategies, supported by findings from Recruit CRM and Qualtrics, foster a welcoming atmosphere and accelerate new hire integration and productivity. - Joseph Soares, IBPROM Corp.
