When companies need temporary employees to fill a role, sometimes that employee can perform well enough to land a permanent role. However, it’s important for the company to take time to properly onboard their new hire, even if the new hire is familiar with the company. Onboarding is so much more than just a first day orientation and paperwork packet to fill out. While those can be a part of the onboarding process, it is not the end all be all. Having an effective onboarding process will be to both the employer and the new hire’s benefit in the long run.
Whether you hired your temp directly, or transitioned them from a staffing agency, here are four onboarding best practices that employers should keep in mind while onboarding their new hire.
Have an Onboarding Plan
Most companies, organizations, and businesses who have successful onboarding processes begin long before the new hire’s first day. It’ll be time intensive to come up with a thorough onboarding plan, but it will pay off in the long run.
This plan can include a variety of things such as a first day orientation, a facility tour, and introductions. However, when coming up with this plan, it’s best to keep these questions in mind:
- How long will the onboarding last?
- What impression do you want to give your new hire?
- What information about goals, work culture and other fundamentals does the new hire need to know right away? And what can be saved for a later date?
- Who all will be involved with the onboarding process?
An onboarding process does not have to just be one day. In fact, in most cases, it’s an ongoing process. For some companies, it can just be the first 30 days. For others, it might go up to the first year. Tailor your onboarding process to company goals and expectations.
No one likes their time wasted, so having an effective, streamlined process will help everyone out and get the new hire working as soon as they can. Your temp might know some basics, but there’s still so much that he or she could benefit from a proper onboarding.
Involve Other Employees
Employees who do not fully understand their job will lead to a resignation. Assigning a mentor to your new hire is an opportunity for the new hire to ask questions, get a feel for the day-to-day practices of the job, and provide on-the-job training. Your former temporary worker might only have learned the basics and need to learn more advanced skills when becoming full-time.
This is an effective part of the onboarding process, as a same-level employee mentor can help explain fully the “how” and the “why” of the job to the new hire. And while there may be connections already, introducing your new permanent worker to more higher-ups and other departments helps form a stronger work community and network for the new hire.
Make Them Feel Important
New hires have a desire to start work immediately so they can contribute right away. This makes the new hire feel they belong on their merit. When considering a first project or job for the new hire, make sure it is one that will lead to an early success. Before, this worker may have been hired to fill in gaps, but now he or she might be ready to take on a full project.
Immediate supervisors and all team members should check in with the new hire to see how they’re coming along. The new hire should already have been determined to be a good culture fit from his or her time before. However, as the role transitions to a permanent one, so will the relationships. Make the new hire feel welcome.
Casual check-ins with team members are a good way to do this. And supervisors should be monitoring the new hire’s progress and providing feedback for improvement as time goes on.
Commit to an Effective Onboarding Process
As mentioned, having an effective onboarding process will help employers out in the long run. It has been proven that a well-organized onboarding process leads to higher employee retention. This helps give new hires an understanding of the role’s expectations, goals, which will help the currently employed team members. If a role goes unfilled for too long, other employees will have to fill in the gaps, which can lower morale.
Newly permanent employees like to get started as soon as they can, but many have said on-the-job training is important to the new hire experience. If a new hire can fit in, work closely with a mentor, and get a feel for their role, they’ll be prepared to succeed.
This also sets the company up for success in the long run as well. With a refined process, companies, businesses, or organizations will produce more consistent workers and hires that are brand new to the company.
Interested in implementing an effective transition process for your exceptional temporary workers? Contact FJC Personnel, and we’ll help you find candidates!