HR Onboarding Services to Set New Hires Up for Success

With so much on a new hire's plate when they join your company, an onboarding survey provides a systemized way to check in with people. It also gives you valuable information about the new hire experience that you can use to improve onboarding. With all that on the line, knowing the right questions to ask is important.

The survey links are sent out to each new employee at 6 weeks, 3 months and 6 months form the employees hire date.

Once the survey is completed, it is sent to the hiring manager (and HR if applicable) with the results and recommendations.

Each of the survey touch point dates ask specific questions related to where they are in the onboarding process.

Survey Question Examples:

• 6 weeks - Is the job what you expected? Do you have a copy of your job description?
• 3 months - Have you received the training that you need in your role? Have you received performance feedback?
• 6 months - How would you rate your relationship with your manager? Do you feel recognized for your contributions?

Onboarding Surveys PDF

Research shows that lack of integration is the biggest barrier to effective talent management. Whether you are a new manager coming in to manage a new team or have a new direct report being onboarded, the “Leadership Expectations Meeting” accelerates the new manager’s effectiveness, acceptance by the team and ensures immediate productivity.

Our AugmentHR senior consultant will facilitate a two-hour session with the manager and their new team member(s).

The Focus of the Leader Expectations Meeting is to:

•  clarify expectations and to provide an opportunity for the new leader and the new team member(s) to get to know each other better.
•  Allow the new leader to reaffirm what he/she wants the new direct report(s) to know about him/her and to provide additional important information not yet touched upon
• Allow the new team member expectations of what he/she wants the new manager about him/her
•  Identify strengths and potential challenges
• Work around—or minimize—potential blind spots
• Maximize the natural advantages that result from the similarities and differences of team members
• Develop action plans with specific steps to help improve performance

Outcomes:

• Significantly accelerate the integration and relationship aspect of Leader to Team – minimizes the “guessing and testing” period
• Sets the new team member up for success
• IncrResearch shows that lack of integration is the biggest barrier to effective talent management. Whether you are a new manager coming in to manage a new team or have a new direct report being onboarded, the “Leadership Expectations Meeting” accelerates the new manager’s effectiveness, acceptance by the team and ensures immediate productivity.

Leadership Expectations Meeting PDF

"Had a great session. Really good dialogue and insights and it will benefit [candidate] and all of us greatly going forward.“ 

- Sav DiPasquale

President, Canadian Pharmaceutical Distribution Network

"The AHR Leadership Expectations Session with Shelley Brown was excellent.  We were able to connect quickly as a team and establish clear expectations which paved the way to an easier and more successful onboarding. As a new employee, I really appreciated the initiative our President took in ensuring the team spent valuable time getting to know each other.  It was time very well spent.  As a result of this initiative and this program, I have easily saved 8 months of getting to know my boss and colleague.  This has enabled me to focus my time and energy on my new role and mandate."

- Caroline Lalonde

Customer Service Director

Onboarding is important because it acclimates employees to their role, the company's philosophies, and what the company has to offer. It also engages employees, creating workers that are committed to the company's success, and helps retain new hires by making them feel like a member of the team.

Your AugmentHR Consultant will create a checklist that every manager would follow to ensure the employee is in engaged from day one.

Checklist Examples:

• Welcome letter
• Company Information Kit, including company history, information on products and services, mission, values, corporate philosophy, etc.
• New Employee Information Sheet, including all necessary forms to fill out (benefits, emergency contact, personal tax credit return, etc.)
• Identify and assign an onboarding buddy
• Provide an orientation schedule, including meetings with colleagues and key stakeholders 
• Set up direct deposit/payroll for new hire
• Schedule check-in meetings at the end of each day and the first week
• Order all necessary equipment, systems accesses, security pass, keys, business cards, company swag, etc.
• Send out the new hire announcement
• and more...