After all the hunting, interviewing, and assessing, you finally found an A player to join your marketing team. But finding and hiring top talent is just the start.
One of the most important processes within your company is onboarding. Your onboarding process doesn’t just impact ramp-up time for employees. It also impacts other aspects of talent management, including tenure, job satisfaction, and more.
According to 2017 research from Click Boarding, a positive onboarding experience yields many awesome results. Nearly seven of 10 employees are more likely to stay with a company for three years if they experienced great onboarding. What's more, employers using a standard onboarding process experience 50% greater new hire productivity.
To put it simply, a bad onboarding process will make it harder for new hires to be productive, and it could even impact how long they stay with your organization.
Here are a few tips on getting your marketing newbies up to speed in a fast, efficient way:
Start Before Day One
It's still common practice to get your new hires going on their first day. But why wait?
The first day is already hectic enough. They're testing out their commute routes, meeting a lot of new faces, setting up their accounts and technology, and so much more.
Once a new hire signs an offer letter, help them dive right in. At Bluleadz, we record fun welcome videos for every new hire. These welcome videos congratulate the new hire, introduce them to the team, and establish excitement before their first day.
Making them feel welcomed and supported immediately eases some of the tension and worry. Plus, the lighthearted, informal nature of welcome videos showcases the unique personalities on your team.
Aside from a fun welcome video, you should also send them important documents and information. Provide a link to an internal portal for them to access an electronic version of your employee handbook, review the organizational chart to show where they fit in, and fill out new hire paperwork (direct deposit, tax documents, etc.).
Show them how to get to your office and include information about the surrounding area, like lunch spots and amenities in the building.
Also, encourage them to explore any tech tools they’ll be using in their day to day. Provide sign-in information for software or training modules so they can learn how to navigate and use them before they show up for their first day.
Get Your Process In Writing
What good is a process if it's not written down?
As you build your onboarding process, document everything. This is crucial to the success of your program and to the success of your new hires.
Include every detail, such as expectations along the way, where they can access certain training materials, and who they should reach out to on their team for any help.
Nothing is worse than making new hires fend for themselves in trying to determine what they should be doing for their training. They deserve a clear roadmap that guides them in detail.
Show them context as well. Explain why they should be taking certain online courses, how certain books will benefit them in their role, etc. When new hires know why, they’re far more engaged.
Encourage your team to weigh in on your written process. They might have thoughts on what aspects of the onboarding should be adjusted for specific roles. This can be drawn from their own onboarding experience in the past where they may have hit roadblocks or noticed holes in the process.
Include Hands-On Work
One of the most common issues employees face during onboarding is feeling bored, especially if they're stuck watching videos or listening to a presentation for hours on end. Plus, they'll feel isolated, and taking on a lot of new information in one sitting can be overwhelming.
Instead, break up their onboarding every day. Assign them tasks and responsibilities so they get hands-on experience from the get-go. This is especially helpful if the tasks align with the theories and practices they're learning about in training modules.
At Bluleadz, we have our new hires earn certifications through HubSpot Academy. HubSpot's certification courses are exceptional, and a key component of a few of them involves using the HubSpot software to complete tasks, like writing a blog article, scheduling social media posts, and creating a call-to-action (CTA).
This hands-on learning is highly effective, especially if new hires get to work alongside tenured employees. Assign new hires a work buddy they can collaborate with during the early weeks of their employment. Their work buddy can mentor them by sharing their knowledge and expertise.
But a work buddy also acts as an informal confidant new hires can approach with questions they might not feel comfortable asking leadership. This gives new hires a chance to build a strong rapport and socialize while learning.
Set Achievable Goals (and Praise Success)
New hires can feel overwhelmed when they see all the daily responsibilities they’re taking on. But don’t let them suffer in silence.
Instead, work with them to establish monthly goals that align with a larger, 90-day goal, emphasizing how you want them to feel comfortable and supported throughout the process. Remember, onboarding is more than just job function focused.
Break down onboarding into 30-day checkpoints with goals for the following areas:
- Culture - getting acquainted and building a rapport with leadership and coworkers.
- Company - learning about company products, services, roadmaps, and target audiences.
- Tools - mastering the technology and other tools relevant to their role.
- Role - achieving productivity goals that align with daily responsibilities.
As new hires advance and take on more, make sure management is providing recognition. You can even make employee recognition fun, using programs like Bonusly or starting fun traditions, like giving out silly stickers or tacky trophies for each major onboarding accomplishment.
Answer Questions and Request Feedback Often
No matter how prepared you are for your new hires, they will likely have questions throughout the process. Encourage them to speak up when they hit an obstacle or need clarification. Establish a communication method that best fits you and your new hire's needs.
Remember, new hires are excited and nervous, so ease their mind by being open and supportive.
Also, survey new hires as they go through the process to identify areas of improvement. Review these surveys regularly to look for recurring, common issues. Remember, onboarding is not a one-way street. Open it up for conversations.
With these tips in mind, you're ready to get your marketing newbies on the road to success.