As the demand for Health and Human Services continues to rise, organizations within the industry are prioritizing their recruiting efforts to serve more clients. According to the DATIS 2017 State of Workforce Management Report, hundreds of Health and Human Services executives identified Recruiting & Retention as the top trend impacting their organizations. As these executives attempt to hire more employees and retain their top performers, it’s important that they understand employee onboarding best practices.
A structured onboarding process goes a long way. According to a study by Glint, new hires that reported a poor onboarding experience were eight times more likely to be disengaged at work and eleven times less likely to recommend their employer as a good place to work. Employers that fail to onboard employees efficiently and effectively run the risk of hurting their organization rather than helping it.
With the pressure on organizations to meet the increased industry demand, executives can’t afford to ineffectively onboard new employees. To ensure that new hires stay and succeed in their new position, employers should follow some of the onboarding best practices detailed below.
Reach out to new hires before their start date
To get the onboarding process off to a good start, there must be some form of communication with the new hire before their first day of work. This could be in the form of an email from HR explaining first day procedures or an introductory call from the manager welcoming them to the team. Giving new-hires the silent treatment and keeping them in the dark after they sign their offer letter will make them more nervous and confused when they step foot into the office for the first time as an employee. This communication touch will not only help ease tension, but will also let the new hire know that you haven’t forgot about them.
Collect credentials early
Collecting credentials, especially for Health and Human Services organizations, is a vital part of the onboarding process. In most cases, employees cannot assume their position’s core responsibilities until this process is completed. For new hires to be successful within their first few days, credentials must be collected early on. Fortunately, there is software available that ensures that this information is collected before the new hire’s start date, enabling them to make an immediate impact in their new setting.
Replace paperwork with electronic forms
The last thing an employee wants to do on their first day is be stuck at a desk filling out endless paperwork. Not only is this old-school approach time-consuming, but it also takes away from the excitement of a new hire’s first experience at their new organization. Replacing paperwork with electronic forms is an easy, simple way to expedite and modernize this process. These days, onboarding software can capture I-9 information, W-4, direct deposit, and other employee documents quickly and efficiently.
This transition also benefits the organizations. Eliminating paperwork simultaneously eliminates the need to manually file and track employee information. With electronic forms, documents are stored indefinitely inside of secure, encrypted systems. This makes data more organized and accessible for when it needs to be retrieved or analyzed down the road.
Have projects ready
When new-hires join an organization, they look to showcase their talents and make a good first impression to their new coworkers, assuring their employer that they made the right choice. Giving these employees a chance to prove themselves early will not only help them adapt to the pace of their new environment, but it will also give managers the chance to assess their strengths and weaknesses early on. Assigning new employees projects and tasks from the get-go is a great way of keeping them occupied instead of twiddling their thumbs.
Communicate your organization’s culture
Over the past decade, culture has become an increasingly important part of any organization. Communicating the organizational culture to new-hires will help shape the employee’s behavior moving forward. If an organization has a ‘strictly business, no joking around’ culture in place, this should be passed down to the new-hire so they are aware of what’s appropriate and what’s not. Vice versa, if an organization’s culture is social and inclusive, new hires should be encouraged to interact and converse with coworkers early on.
The amount of care and patience you put into the onboarding process will reflect in the new employee’s future performance. Understanding and applying the new hire onboarding best practices will significantly increase the chances of success throughout the onboarding process. Investing in software that streamlines employee communication, automatically collects credentials, supports electronic forms, and automates workflows will ensure best practices for new hire onboarding.