You work hard to attract and hire the best employees for your eHealth technologies company, don’t you? Well, here’s the deal — recruiting top talent is only half the battle. A proper onboarding process is crucial in welcoming new hires into a long-term positive relationship.
No prizes for guessing that this is more or less similar to hand-holding new clients through their first weeks. The process should help recruits grow familiar with their individual roles and the inner workings of your organization as a whole. As for how to go about it, take a look.
Get Everyone Involved
Emphasis on ‘everyone,’ here, as it takes a whole organization to get new recruits integrated and up-to-speed. Besides, you can’t rely on one department to come up with answers for every question that will pop up during onboarding. So make the process all-inclusive by having the new employees job-shadow across the company.
Provide Job-specific Training
Be sure to provide some guidance and direction to your recruits throughout onboarding. Yes, they might have learned all about their roles from your job postings. But then, every organization has its own idiosyncratic processes and workplace philosophies.
Taking the trouble to explain out all the minute aspects of each role will thus go a long way with regards to performance. This can also be an opportunity to see whether each new hire is truly a good fit for the company. Just try to keep things subtle while you’re at it.
Be Proactive
You can save yourself lots of headaches by outlining job expectations and performance goals at the outset. And don’t just skirt around the edges — make everyone understand the benchmarks they’re supposed to hit, and the formula(s) that will be used to assess their performance. In the spirit of continuous improvement, encourage your new hires to voice their feedback about what is and isn’t working out for them.
Encourage Interaction
There’s much to be said about the significance of relationships in the workplace. Even so, it might take a while before your eHealth recruits develop enough confidence to start hanging out with others. It’d thus help to include networking and ‘getting-to-know-you’ activities in your onboarding process.
Ultimately, the most important thing to keep in mind is that onboarding is a lot different from orientation. The latter is an event that typically lasts a couple of days. Onboarding, on the other hand, tends to be most effective when spanned over 7-12 months. Considering that the goal here is to turn new hires into lasting employees, it’d be in your best interest to avoid speeding up the process.
