Articles by Smart Recruit Online

Guide to a 60 Day Onboarding Plan for Recruits

By Stella Lincoln

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Onboarding is the process of associating a new employee with their responsibilities, standard operating procedures, staff, facilities, and so much more. After completing the onboarding period, the new employee is a productive member of the organization. Once the onboarding period is complete, the worker is entirely responsible and answerable for any infractions committed.

If the worker makes a mistake after completing the onboarding process, the organization has the right to take corrective action. On the contrary, the worker is entitled to all the perquisites and benefits for achieving beyond their average expected performance. The establishment must provide the worker with all the necessary assistance to increase confidence at work by answering questions during the onboarding phase.


Orientation and Onboarding

The successful completion of paperwork is a part of the orientation process. The onboarding process for the candidate begins from the first day of work. For the organization, the onboarding process begins before the candidate’s first day of work. The corporation needs to corroborate the new candidate’s position within the organization, both physically and structurally. The organization needs to establish the reporting authority, roles, and responsibilities for the new candidate before the candidate’s arrival.

The orientation process begins as soon as the organization finds the qualified candidate for the job. Candidates often confuse the orientation process with onboarding. The orientation process consists of the candidate submitting all the required paperwork. Verification and authentication of documentation is a requirement of the organization, which candidates need to complete for the documents they provide. The company expects the candidate to fill up the necessary paperwork to incorporate the worker into their HR system.


Welcoming the New Employee In the Organization

The onboarding process needs to perform administrative procedures, which will make the new employee feel welcome within the organization. Send out an email informing all the coworkers in the new employee’s department of the worker’s arrival. Motivate current staff members to greet the new employee and introduce themselves to the fresh worker. It is essential that the new employee intermingles with existing staff members on the first day of work. The socialization process gives the new employee a better understanding of the new office environment.

Encourage existing employees to talk about their experiences when they joined the company. Encourage them to speak frankly without talking about their ego with the new hire. Motivate existing employees to enumerate all the different ways the corporation has benefitted each individual’s career. Inform the new hire of the facilities they can avail after a certain period has passed. This information will make the person eager to become a permanent member of the organization.

Onboarding: What to Expect on the First Day?

Avoid having the new recruits fill up paperwork in a dark and dreary room all by themselves on the first day. Associate the new hire with the company HR system. Show them how they are expected to clock attendance on a daily basis. Inform the employee of the acceptable timeframe to clock attendance. Inform the employee of the consequences of not clocking in or out on time. Familiarize the candidate with their office workstation and any usernames or passwords, which they should remember.

Someone from HR should explain to the new hire precisely what is required from him or her in his or her job role. The HR assistant should provide a list of contact details, which is necessary for the candidate to perform their job. The most important order of business on the first day of work is assigning the new hire a supervisor. After the HR assistant explains the job description, introduce the candidate to their supervisor. This supervisor is the person the candidate will come to whenever they need assistance.

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Assigning First Month Targets & Objectives

No one other than the HR representative should introduce the candidate to his or her supervisor. The HR department will play a pivotal role in each employee’s success or failure. During the first few days, the HR department needs to provide the candidate with his or her specific monthly targets. If this is not a target-based or sales-based job, the standard of performance should be explicitly clear from day one. Reiterate to the candidate why he or she was the candidate of choice to become a part of your organization and the level of performance expected.

Inform the candidate that the performance in the first month is pivotal to achieving success within the organization. Instruct the candidate to go through their booklet or webpage of standard operating procedures on a regular basis. Advise the candidate to explore all the different angles of approach to complete their task. Educate the candidate of the privileges they can avail if they succeed in performing beyond their expected benchmarks.


Evaluating First Month Performance & Moving Forward

Not all new employees perform as was expected when they first joined the company. Several people enter the workforce each day, and they do not know which career they want to pursue. These people end up joining the first company that gives them a good offer. Once they begin working, they realize that hard work is not so easy. These people want to make money, but not by working hard. They are more interested in hardly working at all.

All employees will receive a performance evaluation at the end of the month. After the employee receives the performance evaluation, conduct a short meeting with the HR department the following day. The session does not need to be more than 15 minutes. This encounter will allow the employee to air any grievances.

The meeting is an opportunity to discuss any future goals and aspirations the employee may have. Finally, the HR representative should inform the candidate that they could become a permanent member of the organization depending on their performance in the second month. The candidate’s motives will become apparent from their response to this final statement.

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Author Bio:          

 Stella Lincoln is a single mother working as a Recruitment Officer at Crowd Writer. She also guides students at Academist Help with their career after studies. She has a great interest in technological advancements, and she is a DIY Specialist who loves to decorate places.





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