4 Ways To Improve Your Employee On boarding Process


4 Ways To Improve Your Employee On boarding Process

December 4, 2018 HRM Software 0
Employee Onboarding

Do you know that the process of employees on boarding can have a direct impact on the success of your business? If your current process is simply to fill out a few forms, you may miss an opportunity to strengthen the foundation of your business. New employees may be less likely to stay loyal to your company if they feel the integration process is “thin”. Leta have a look at the 4 ways to improve your employee on boarding process.


As an employer, your main goal is to turn a job seeker into a job guard. Different factors and different steps can convince an employee to stay on the long run. The reception of the employees should NEVER be solely related to the delegation or the unloading of tasks to a new member of the team. Welcome your new hires with the on boarding feature in Alpha HRMS that allows them to get familiar with the team and the company culture. When done correctly, employee integration can reduce stress on new hires, resulting in increased motivation and harmony in the workplace.

  1. The integration process should begin before the employee joins

Put yourself in the shoes of your new employees: Joining a company can be an exciting and stressful experience. It may be a new graduate entering the professional world or someone leaving another job to join you. They will wonder if this new position would be right for them or if this new situation will benefit them and their families. You can try to dispel their anxiety by providing them with information gradually before they join.

The lack of information can often lead new employees to invent unrealistic expectations themselves. It is very important to be in touch frequently, even before joining. A good way could be to send a few emails in the first few days explaining their future role. Then, you could send documents to complete after a few days, just to stay in touch and help them overcome their nervousness. Although you do not have to contact them every day, it’s a good idea to make a call or email every two to three days until they actually start

  1. The first impression counts

As an employer, it is your responsibility to welcome a recruit with a warm and personal welcome. Make sure all the equipment they use is ready for use, whether it’s their workstation, their computers and their tools. Blurring missing items while your new employee is standing sends an unconscious warning that your company does not value its ability to be productive. Ideally, you would want the first few days of a new employee to focus on interpersonal interactions with the team. Making someone feel welcome is a key factor in making them stay longer.

Interacting with colleagues can help reduce the stress and anxiety one may have. It also allows them to create meaningful connections with their role and their new environment. No one likes to sit and fill out forms for hours and peruse a 500-page employee guide on the first day. It is essential to read the employee manual – but try to find a way to present this information so that it is not bulky. Instead, you can try to spread the paperwork into digestible chunks.

  1. Appoint trainers – NOT supervisors

Nothing is more frustrating than a supervisor on your shoulder constantly reminding you of your deadline for this extremely important task – especially during the first few days. Putting a new employee under pressure as soon as he arrives can be stressful for him, which leads him to question why he initially joined your company.

Instead, you can appoint a mentor who will guide him in the daily routine and expectations. If your workforce permits, you can also name multiple mentors, so that a new employee has different access options in case he needs help. This can help increase the productivity of recruits and make them feel part of the team.

A good rule is to never take any knowledge for granted. While you and your long-time employees consider some things routine and routine for a new employee, they may be totally foreign. Therefore, a mentor would fill this gap and act as a facilitator. In the long run, this will result in a higher team spirit and increased productivity

  1. Get feedback from new employees

Collecting feedback from new employees must be an integral part of onboarding process. This ensures that they know they are free to share their ideas and that their contribution is appreciated. Getting feedback also encourages problem solving for you and your team, which could lead to innovation.

Although new employees may be uncomfortable sharing their comments from the first day, over time they will most likely have valuable information to offer. As an employer, you should encourage your employees to give their opinion. This would allow you to respond to their concerns, which would enable them to strengthen their commitment.

Instead of being stagnant, the process of integrating your employees needs to be treated as an ongoing process that needs to be constantly reviewed and perfected


Think about employee on boarding  as the foundation of your business. A consistent and effective process will greatly contribute to employee performance, motivation and engagement. The higher the level of job satisfaction, the longer you will keep valuable employees.

When done correctly, employee integration will increase the overall productivity of the company and the team spirit. Employees will gradually become proud ambassadors of your company and your brand. This will encourage your team to monitor their performance goals and potentially motivate them to set more ambitious goals.

Our market-leading Alpha HRMS and Payroll time and attendance software is a proven and trusted foundation to large, small and midsize organizations for different businesses across GCC( UAE, Bahrain, Qatar, Saudi etc), Europe and Africa.

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