Beyond the Basics - Tips to Create an Exceptional and Comprehensive Onboarding Program

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With the economy improving and companies hiring again, it is critical that organizations put thought and effort into assimilating new hires. Assimilation is much more than orienting new hires. Assimilation is a process not an event. It takes planning and coordination to be successful.

With the economy improving and companies hiring again, it is critical that organizations put thought and effort into assimilating new hires. Assimilation is much more than orienting new hires. Assimilation is a process not an event. It takes planning and coordination to be successful.

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There are the basics – such as having the new hires first few days mapped out with meetings with the hiring manager and members of the team. Have their workspace ready for them – business cards on their desk, phone, laptop up and running. Review their benefits and policies.

There are the basics – such as having the new hires first few days mapped out with meetings with the hiring manager and members of the team. Have their workspace ready for them – business cards on their desk, phone, laptop up and running. Review their benefits and policies.

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In addition to the basics, there are several other things to consider when assimilating new hires.

In addition to the basics, there are several other things to consider when assimilating new hires.

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  Who are the key stakeholders that the new hire should get to know over their first 90 days?

  Who are the key stakeholders that the new hire should get to know over their first 90 days?  

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  How will they get access to information on the company’s strategy and goals as well as the strategy and goals for their specific business line.

  How will they get access to information on the company’s strategy and goals as well as the strategy and goals for their specific business line. 

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  Is there someone you can assign as a “buddy” that can be the go-to for questions.

  Is there someone you can assign as a “buddy” that can be the go-to for questions.  

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  How will the new hire get access to senior leaders?

  How will the new hire get access to senior leaders? 

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  Are there upcoming company meetings they should be invited to?

  Are there upcoming company meetings they should be invited to? 

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  Are there meetings that would help them to understand other parts of the business?

  Are there meetings that would help them to understand other parts of the business?  

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  Who will check in with the new hire and how often? Is there training the new hire can be a part of during their first 90 days?

  Who will check in with the new hire and how often?  Is there training the new hire can be a part of during their first 90 days?  

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An assimilation process does not need to be overly formal or structured, but does require effort and planning to be successful. New hires are a great resource for information on what is working and what isn’t. Plan to check in with the new hire to find out what worked and what could be improved.

An assimilation process does not need to be overly formal or structured, but does require effort and planning to be successful.  New hires are a great resource for information on what is working and what isn’t.  Plan to check in with the new hire to find out what worked and what could be improved.

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Essential Assimilation To Dos:

Essential Assimilation To Dos:

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  Use a mix of in-person and virtual delivery.

  Use a mix of in-person and virtual delivery.

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  Utilize case studies and stories to make the culture come alive.

  Utilize case studies and stories to make the culture come alive.

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  Arm new hires with business acumen by educating them on the company’s products, services, and key initiatives.

  Arm new hires with business acumen by educating them on the company’s products, services, and key initiatives.

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  Weave in company values. Again use stories and case studies to bring them to life.

  Weave in company values. Again use stories and case studies to bring them to life.

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  Start groups or communities within the new hire population – offer venues to meet and share ideas, learnings and a place to compare notes as they are getting up and running.

  Start groups or communities within the new hire population – offer venues to meet and share ideas, learnings and a place to compare notes as they are getting up and running.

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  Don’t wait until the last minute. Prepare for your new hire, send them a welcome letter letting them know about their first day or week.

  Don’t wait until the last minute. Prepare for your new hire, send them a welcome letter letting them know about their first day or week.

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  Ask your hiring manager to reach out to the new hire during the period of offer to start date, to welcome them, and to let them know what to expect on the first day.

  Ask your hiring manager to reach out to the new hire during the period of offer to start date, to welcome them, and to let them know what to expect on the first day.

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  Identify mentors to work with new hires. Assign someone that can be a go-to-person to answer “the basics”.

  Identify mentors to work with new hires.  Assign  someone that can be a go-to-person to answer “the basics”.

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  Identify other key stakeholders the new hire should get to know. Get them scheduled to meet within the first few weeks.

  Identify other key stakeholders the new hire should get to know.  Get them scheduled to meet within the first few weeks.