Successful On-boarding Strategies

You’ve managed to successfully hire the top talent your company so desperately needed. That’s the first step; now comes the job of successfully on-boarding the new talent so that they can hit the floor running.


Reducing the time it takes for a new employee to reach optimum productivity level is a huge money-saving advantage for companies. To achieve this, savvy companies create on-boarding strategies that ensure people get oriented and trained as quickly as possible.


On-boarding goes beyond simple orientation. The initial days are the most crucial ones in a new employee’s career with your company. How the transition is managed from fresh hire to productive employee affects the employee’s comfort level as well as the company’s performance. Here are a few workable strategies to achieve successful on-boarding:


  • Create the proper employer brand that excites potential new hires and sends the message that your company is vibrant and innovative.
  • Don’t hand your employee too many forms to fill out on the first day. Most of the information you need should be gleaned from the employee’s resume, such as their address, phone numbers and social security numbers.
  • Include all relevant information in a handbook and provide it to the employee when they accept and return the offer letter. This saves a lot of precious time during orientation.
  • Make sure that your company’s website has a robust career page that explains your company’s culture, dress code, perks, entertainment options, training facilities and anything else that might be of interest to a new hire.
  • Use the best automated technology to integrate different departments’ features in the HR software. You can include tabs for financial information, pay slips and tax, HR notices and forms, and a host of other necessary information.
  • Make video and podcasts available of your company’s overall strategic goals, your company’s values, and employee testimonials and put them on your intranet. These videos can feature inspirational talks by company leaders and key players. This cuts down on the endless name game that typically happens on an employee’s first day.
  • Take them around and make introductions personally. This will help break the ice so common when meeting new people on their own.
  • If appropriate implement a shadowing program. Letting a new hire spend a few days shadowing their peers and possibly subordinates will provide them invaluable company information and allow them to get to know how things work while developing new relationships.
  • Configure a computer with email, and necessary tools before their first day arrives. Set up the phone, fax and other machines they will need, well ahead of time. Do anything you can to ensure sure they feel welcomed and appreciated.
  • Send out a welcome e-mail to everyone in the office so they’re prepared to welcome a new employee.
  • Include all relevant details such as where to park cars, who is the contact person for what task, the location of the restrooms, the copier machine, and the cafeteria and so on in a welcome email.
  • Dedicate that someone (such as an HR person, or the recruiter) follow-up periodically throughout the initial six months to a year, to track their level of contentment, feelings of support, and find out if any issues need to be addressed. Make sure you are on top of these reports and address any issues before they can become serious problems.
By Anjela Mangrum, the founder of Mangrum Career Solutions Inc.  MCS partners with industrial and automation manufacturing businesses to source and secure transformational leaders for critical hiring needs in Operations and Supply Chain.  They work to empower individual job seekers by helping them gain a competitive edge in their job search. For hiring needs contact Anjela at 513.753.3813 x17.

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