Talent spotting and employee recruitment is critical to the success of any business. It is important that new joiners feel welcomed and valued and an effective on boarding process can set new employees up for success. However, the pandemic has made the hiring process more challenging than ever, with new joiners unable to meet colleagues face-to-face and easily integrate themselves into the business and its culture. And whilst we approach the end of the pandemic and begin to regain some sense of normality, many business are choosing to remain virtual or are adopting hybrid working plans for the foreseeable future. Therefore, it is important that employers now go the extra mile and devote the same time and attention to new joiners as they would for any other employee joining before the pandemic began.
Firstly, you should review your on boarding process to see whether it is still fit for purpose. It should generally document the entire on boarding process from offer to first day, with a welcome by their line manager and can include detailed checklists and itineraries, so that new joiners do not feel lost or overwhelmed and can hit the ground running. Also be prepared to host meetings or introductions virtually where a face-to-face meeting is still not practical. You could also include a gift or card with any documentation to ensure that personal touch.
If you have multiple joiners starting at the same time, then consider putting the group into contact with each other prior to their start date, perhaps using social media. It can be a great benefit to your business if new hires are already getting along and are familiar with their new surroundings and can support those within the dame joiner group. A ‘buddy system’ can also help here. A buddy can help a new hire to build a relationship with someone other than a line manager. Mentors can offer advice, assist with the day-to-day tasks and provide another point of contact for any issues.
For new hires, a lunch is a great way to get into and feel part of the team straight away. The best part about staff lunches is that they can be an ice breaker, for new joiners to get to know the team dynamics and personalities and express their own true personality immediately in an informal setting. If this is still not possible for your work force, then consider booking a virtual lunch. Be aware that some new hires may still have anxieties about meeting in social settings.
More generally, you should make personal support an ongoing priority. Try to schedule in regular meetings to check how new hires are settling in and to discuss whether they have any issues. This is particularly important for remote or hybrid workers, where isolation at home can quickly become an issue. If the meetings are hosted virtually, try to use video calls to increase that sense of familiarity and allow new hires to put a name to a face.
Culture is about how things are done, social behaviours and customs of a group of people. Introducing new joiners to your culture early is another great way to help them feel settled and part of the organisation, right from the beginning.
If you have any questions about new joiners then our team of employment lawyers would be happy to help. Please get in touch email@example.com.