With a successful filling of a vacant position, the need for an optimal onboarding process becomes more important. A good onboarding process aims to quickly train the new employee, but also serves the employee retention. Not to be underestimated is the fact that the first impression of the company and its culture determines the motivation, commitment and degree of self-initiative of new employees. It is therefore essential to professionalise the systematic training and social integration of new employees.
The onboarding process usually covers the period from contract signature to the end of the probationary period, possibly longer, and can be divided mainly into 3 main phases:
- Phase: Preparation
The preparation phase covers the period from the beginning of the employment contract to the first working day. The goal of the company is to signal professionalism in this phase.
- Phase: Orientation phase
The orientation covers the period from the first working day to approximately the third month. The goal of this phase is to introduce the new employee in his/her role and responsibilities by getting to know the company, people, activities and the organization.
- Phase: Integration phase
The integration lasts from the 3rd to the 6th or even the 12th month after the start of the employee in the company. In this phase, it is about integrating the employee in the company. It is ideal to provide opportunities to let himself/herself take initiative for possible occasions of exposure.
How does HR consultancy support an onboarding process?External HR consultants help their clients to develop and optimize the onboarding process in their company. In doing so, they support with processes to optimize the professional, social and value-oriented integration of new employees. Examples are concepts of introductory events, workshops, team integration through team-building, individual coaching, concepts for knowledge transfer in working groups and projects, training offers, monitoring of feedback talks as well as support in the introduction of strategy and corporate goals.
In particular new leaders and executives should be supported in their new role through a professional onboarding. An optimal start plays a crucial role as the basis for a trusting cooperation with their team members, organisation and other important stakeholders for decision-making. An onboarding plan with the support of a trained coach or mentor can already be submitted to the new executive during the hiring process after the contract is signed. This distinguishes companies as responsible employers from others if they offer thorough plans and measures at an early stage