Copyright copy; 2012 Joe Maldonado
Well, onboarding is a very important process and it is necessary for the company to ensure that the new hires complete the probationary period and become full time employees. This period of transition may be 30 days, 60 days, 90 days or even more. But the question is, when exactly the onboarding process ends? This means, when exactly a new hire is no longer a new hire? Let us find that out.
In order to find out when exactly the process of onboarding ends, it is essential to look back to the point where the process actually started. It started when a candidate actually contacted the company for job. The recruitment process needs to be branded and this must be consistent throughout, right from the HR to the whole organization. For instance, the dress and the formality level of the HRs must showcase the work culture of the company.
Transactional Onboarding: The majority of the transactional onboarding takes place on the very first day of work for the new hire. This will include filling forms, signing policy documents. However, it will be the job nature along with the preferred timeline of the company which will determine how long the other onboarding aspects like provisioning, security clearances, background checks, drug testing and similar other tasks will take. These things may take a few more days. Using some automated system helps to complete the functions of transactional onboarding quickly. This phase can be marked as complete by the HR when:
– All necessary information is gathered from the new recruits.
– Compliance and completeness is checked.
– Data is distributed to different backend systems as per requirements.
– New hires are provided with everything intangible and tangible necessary for working.
Acculturation Onboarding: Acculturating any new hire takes a bit of time no matter how efficient the HR is. There are different metrics and objectives of the acculturation process and they need to be defined completely. Any acculturating strategy needs to have the following components:
Skills and Training: Identifying skill, providing training, attendance of classes like workplace safety, anti-harassment etc. are the elements of this component.
Socialization: Taking the new hire through company history, values, objectives, mission statement etc., interaction manager as well as coworkers and company tour are the elements of this component.
Satisfaction: Providing mentor as well as all necessary equipment and assessing the work area to make sure that it is ergonomic as well as nicely accessible.
It is essential to conduct follow-up surveys after specific intervals is very necessary to ensure that both transactional and acculturation onboarding are taking place effectively or not. Coworkers must also be questioned about the new hires assimilating ability. However, it is also necessary to survey these things after the probation period is completed. Only when the acculturation onboarding is completed, the process of onboarding comes to an end. However, there has to be proper data which can speak out the complete onboard status of the new hire.
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