Onboarding junior employees

Don’t underestimate the effectiveness of a good onboarding procedure…

We all know that junior employees are a vital resource to any company.

However, getting new hires, especially graduates, ready to the stage where they can effectively contribute to your organisation takes up time you might not have.

Click here for advice on how to ‘De-Risk Graduate Employment’…

The key to improving this process is having a clear, effective onboarding procedure. Not only will new hires feel more comfortable joining your company, but they will swiftly become invaluable members of your team.

But before we go any further, I’d really recommend getting organised. Our free Onboarding Checklist will help you get there.

So, what is ‘Onboarding’?  

Onboarding is a systematic process in which a company will integrate new hires into the company culture. Usually this can last up to 12 months and will equip your employee with everything they need to know for their new position.

It is generally acknowledged that the ‘Onboarding’ procedure begins the moment a new hire accepts their position and ends when they are fully integrated and comfortable within the organisation. BambooHR found that the quality of the onboarding experience positively correlates to employee satisfaction and drastically impacts engagement, performance, and longevity.

Some typical elements which fall under the umbrella term ‘Onboarding’:

  • Printed materials – and new hire paperwork
  • One-on-one meetings
  • Social lunches
  • Computer-based programs
  • Salary negotiation
  • Job training
  • Facility tours
  • Executive and team introductions

We advocate having a mix of formal and informal meetings to give the new employee an all-encompassing view of the company. (Plus who doesn’t enjoy a social lunch)

Why should you bother with ‘Onboarding’ new employees?

A thorough onboarding procedure ensures that there is less time wasted trying to figure out processes and more time solving problems. Whether you have a thorough onboarding procedure or not,  it is evident that an effective introduction to your organization increases job retention and is a wise investment in the long run.

Saving Resources and Job Retention

Spending time fully integrating a new hire into your company, will not only ensure that they feel valued and supported but it also decreases the chances of them wanting to leave. The last thing we all want is to spend a year training a new hire, to then have them leave and begin the recruitment process all over again. Fortunately, with an effective onboarding procedure, there is a direct positive impact on job retention and job satisfaction.

This means you save both time and money in the long run, and avoid, yet another, recruitment process.

Employee well-being

During the onboarding procedure, a new hire will be made explicitly clear on the role and what is expected of them. You will help to break down hierarchies within the office so juniors are able to approach seasoned employees for advice. Not only does this increase morale amongst your team but leads to more productive employees and an overarching increase in employee wellbeing.

Happy employees = thriving businesses.

Contributes to the wider company

The sooner your employee feels comfortable with their position and the company culture, the quicker they can begin contributing to the wider organization.

Step-by-step ‘Onboarding’…

Step 1- Be Prepared

You only get one shot at a first impression.

Leave you employee with a lasting impression from day 1. This means making sure you are fully prepared for their arrival.

Ahead of time –
Make sure you have collated any paperwork they need to sign including new starter forms and induction paperwork.

Assign them a workstation.

Set up their computer logins – ensure that you have created accounts for everything they need access to – email, software, etc.

Send over any information you’d like them to gain familiarity with before they start.

Don’t leave everything to the last minute, onboarding a new employee is a long procedure, but, when done correctly, you gain fully trained, prepared, and confident employees.

Step 2 – Conduct a new employee orientation

First day…

Cover the basics of your business. Make sure your employee is clear on your history, your ethos, your clients, and the services you offer.

Conduct an office tour so they know exactly where to go. Where is the break room? (a necessity) and of course, show them where the fire exits and health and safety points are.

This step ensures that your new hire is familiar with the general information about your business, rather than the specifics to their role.

Step 3- Familiarizing with their role

First week…

Here we get to the nitty-gritty stuff of their role. Ensure that they know what is expected of them and what the role entails. On the job training is an invaluable process that usually takes place during the first week. Partner them with a seasoned professional who can show them the ropes.

Expect lots of questions, and encourage them to ask questions. The quicker you answer some of the more prying questions the sooner they can begin contributing to the company culture.  

Grads know the general stuff, but here is the chance to make sure it is specific for YOUR company.

Step 4 – A warm welcome

First month…

Though there is a lot to undertake during this process, don’t forget the most important thing – a warm welcome.

If each day is filled with paperwork upon paperwork, not only will they get disheartened, it is incredibly boring for you too.

Incorporate some fun elements!!

Think back to your first job… these new hires will be a bundle of excitement and anxiety. So, do you best to make them feel comfortable.

Consider a team lunch, happy hour, or a social outing. Let them bond with the more seasoned employees and break down some of the office hierarchies they might be experiencing.

Step 5 – Regular check-ins

First month / year…

Unfortunately, the onboarding procedure doesn’t only last a few weeks.

Make sure new hires don’t fall off your radar. We advocate checking in every month, then bimonthly, then eventually trimonthly, depending on how they’re settling in. This way you can uncover any additional training or support they may need.

Regular check-ins remind your employee that you are interested and invested in their success.

In summary…

Whether Onboarding is something you may already do, intentionally or not, it is a vital part when employing new hires.

Many of these steps are simple but will benefit both your employee and company in the long run.

Happy + supported employees = greater job retention + less money spent on recruitment, thus a successful company!

Looking for highly educated, enthusiastic, top of their field employees? Browse our graduates today! Or find out more about DigitalGrads, and how we can help make the recruitment process easier!

About post author

As a recent graduate from the University of Reading. I am currently working with DigitalGrads as their content and marketing intern.
Posted in Your Hiring Bible