The English term “onboarding” is intended to indicate a process of recruiting new staff within a workplace, referring to one of the fundamental best practices for an optimal reception in the company.
A correct onboarding strategy must summarize the right mix between traditional training and personal opportunities to be able to provide the newcomer with all the necessary tools to better face his career path. Which means that a correct onboarding strategy is meant to combine well the balance between traditional training and personal opportunities to be able to provide the newcomer with all the necessary tools to better face his career path. It is therefore no coincidence that in many companies a new reference figure is being born for newly hired workers: this is the “buddy”, a mentor who is supported by the new employee in the first weeks of work in order to facilitate their insertion.
WHAT IT’S FOR
Onboarding has the important role of incorporating new hires into a workplace in the best possible way. All for the purpose of a lasting and satisfying professional relationship. In order for such a strategy to be explicitly implemented, it is necessary to invest time and human resources. This is why it is necessary to transmit to new hires all the useful skills and at the same time ensure that they are properly integrated into the operational frameworks, ensuring the establishment of interpersonal relationships suitable for making them feel an integral part of a team. An optimal insertion ensures an incentive of productivity and therefore of company profits. To set up a valid strategy it is necessary to set some starting points.
First of all, commitments must be scrupulously organized so as not to leave downtime for the new employee. At the same time, there is a need to involve the employee as much as possible from the first weeks of employment. Full access must also be given to all the information and resources that the company offers, while ensuring extended timelines without haste to achieve an indispensable gradualness in the professional start-up process. Thanks to this strategy it is possible to involve colleagues and management during the various stages of the onboarding phase to create an optimal network among all employees. The results obtained can be constantly monitored to modify operational strategies if they are not effective. It is usually necessary to budget a time of at least three months to carry out an onboarding that leads to tangible results.