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Hey there, it’s Yobi Salazar again, your go-to guide for recruitment and employee success. Today, we’re diving into onboarding- a crucial but often overlooked hiring process. A solid onboarding process is more than just a nice-to-have; it’s a must if you want your new hires to thrive and stick around. Whether you're welcoming remote, hybrid, or in-office employees, a structured onboarding process can make all the difference in setting them up for long-term success. So let’s get into it!
You’ve put in the effort to find the perfect candidate—congrats! But don’t pop the champagne just yet. The journey has only begun. Did you know that nearly 20% of employee turnover happens within the first 45 days? A well-structured onboarding program can significantly reduce this risk, ensuring that your new hires feel welcomed, informed, and ready to hit the ground running.
Think about it: Have you ever started a job and spent the first few days (or weeks) feeling lost? No clear direction, minimal guidance, and a sense of wondering if you made the right choice. Nako, naalala ko tuloy yung first job ko. First-day ko, I was handed a thick manual and was told, "Basahin mo na lang 'yan." Walang guidance, walang kahit ano! Kung di ako nagtatanong-tanong, malamang nawala na ako sa system. Now imagine your new hires experiencing that same feeling. Not ideal, right? That’s why an effective onboarding process is essential—it’s your opportunity to make a stellar first impression that lasts.
Let’s break down the essentials of a killer onboarding program. Whether you’re a seasoned HR pro or new to the game, these elements will help ensure your new hires have everything they need to succeed:
Before your new hire even steps (virtually or physically) into the office, set the stage. Send out a welcome package with the necessary paperwork, a schedule for their first week, and maybe even a small gift. This shows that you’re excited to have them on board and makes them feel like part of the team from the get-go. Isa pang kwento: May friend ako, first day niya, ang welcome kit? Isang mug at ballpen, pero walang ink! The small details matter, folks!
From day one, make sure your new hires know what’s expected of them. Outline their role, responsibilities, and how their contributions will impact the company. This clarity helps reduce anxiety and boosts confidence, allowing them to focus on their new tasks. Minsan kasi, alam mo yung feeling na parang ang laki ng expectations sa'yo pero walang clear na direction? Parang alam mo na agad na may mali sa sistema. Don’t let your new hires feel this way!
Training isn’t just about going through a checklist. It’s about giving your new hires the tools they need to succeed. Think hands-on training, access to resources, and introducing them to the right people who can support their growth. Consider pairing them with a mentor or buddy to help them navigate their new environment. Naalala ko nung newbie pa ako, binigyan ako ng napakalumang training video—VHS pa! Eh wala na kaming VHS player sa bahay, paano na? Make sure your resources are up-to-date and relevant!
Don’t wait until the 90-day review to check-in. Regular feedback sessions during the onboarding period are key. These can be quick, informal chats to see how they’re settling in, address any concerns, and offer guidance. Remember, onboarding is a two-way street—it’s just as important to listen as it is to instruct. Ako nga, every time may tanong ako dati, sabihan lang ako ng "ok lang yan, you'll figure it out." Sana sinagot na lang, 'di ba?
With the rise of remote and hybrid work, onboarding isn’t a one-size-fits-all process anymore. So, how do you make sure your virtual hires feel just as included and prepared as those in the office?
Kick things off with a virtual meet-and-greet. This could be a video call with their team, a virtual tour of the office, or an introduction to company tools and platforms. The key is to make them feel connected even if they’re miles away. May kakilala akong naka-onboard remotely, ang unang greeting sa kanya? "Uy, ang laki ng bahay mo!" Ayos sana, pero sana mas professional next time!
Ensure your remote hires have the right tech and support from day one. Send out their equipment well in advance, and schedule a session to help them set up and troubleshoot any issues. A smooth tech onboarding experience can reduce the initial frustration and set a positive tone. Kasi naman, imagine mo, first day mo tapos may tech issues ka agad, tas walang sumasagot sa IT support. Stress level 100 agad!
Remote employees can sometimes feel isolated, so make an extra effort to keep them engaged. Schedule regular check-ins, invite them to virtual coffee breaks, and encourage participation in team meetings. The goal is to make them feel like they’re part of the company culture, even from afar. Dati nga, may Zoom lunch kami, kaso lang, lahat ng tao naka-off cam. Parang kumakain ka na mag-isa, awkward!
Company culture isn’t just about what’s written in your mission statement—it’s about how things get done day-to-day. Here’s how to weave your culture into the onboarding process:
Share the company’s history, values, and traditions during onboarding. Whether it’s a story about how the company started or a quirky team tradition, these narratives help new hires feel connected to the company’s identity. May isang time, ikinuwento sa akin paano nagsimula yung kumpanya, sobrang saya ng mga stories. Iba talaga yung impact ng kwento na may puso!
Help new hires build relationships by organizing social events or team-building activities. This could be as simple as a welcome lunch or a virtual trivia night. The idea is to create opportunities for them to get to know their colleagues outside of work tasks. Naku, nung first time ako naimbitahan sa company lunch, feeling ko out of place kasi lahat sila close na. Kaya make sure to include everyone, lalo na yung mga bago!
Company culture is often defined by leadership. Encourage managers and team leaders to exemplify the company’s values in their interactions with new hires. This sets the tone and shows new employees how they’re expected to contribute to the culture. Yung previous boss ko, lagi siyang may energy sa umaga, kahit anong mangyari, sobrang contagious! Kaya pag newbie ka, magugulat ka na lang na naka-smile ka na din kahit antok na antok ka pa.
You can’t improve what you don’t measure. So how do you know if your onboarding process is truly effective?
One of the simplest ways is to ask the new hires themselves. Surveys and feedback forms can provide insights into what’s working and what needs tweaking. Ask about their overall experience, the clarity of the training, and their comfort level in their new role. Pro tip: Keep it short and sweet! May time na may nagbigay ng survey sa akin, super haba! As in, parang exam. Nakakawindang! Instead of getting accurate feedback, people just clicked through to finish it ASAP. Kaya mas okay kung short but meaningful—focus on the questions that really matter para mas engaged yung respondents at mas accurate ang results.
High turnover shortly after the onboarding period can be a red flag. Track retention rates for new hires within the first 6 to 12 months. If you notice a pattern of early exits, it might be time to reevaluate your onboarding strategy. I remember, may batch kami dati na nag-welcome kami ng mga bagong hires with so much excitement, pero after a few months, parang may magic trick na nangyari—poof! Half of them were gone. It was a wake-up call that our onboarding needed some serious tweaking.
Compare the performance of employees who went through your onboarding process to those who didn’t (or had a different experience). Are they meeting or exceeding expectations? If so, your onboarding program might be doing its job. If not, dig deeper to find out why. Alam mo yung feeling na after a few weeks, napapansin mo na parang mas magaling pa si new hire kaysa sa mga matagal na? That’s a good sign that your onboarding program is on point! Pero kung parang lost sheep pa rin si new hire after a month, baka kailangan mo nang i-check ulit yung process.
Effective onboarding is more than just a checklist; it’s about creating a supportive, engaging, and informative experience that sets new hires up for success. Whether they’re in the office or working remotely, a well-thought-out onboarding process can make a lasting impact on your employees and your organization as a whole.
Remember, the effort you put into onboarding will pay off in the form of engaged, productive, and loyal employees. So, take the time to refine your process, measure its effectiveness, and continuously improve.
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