Gamehill | Gamified e-learning platform
Gamehill | Gamified e-learning platform
Today I want to talk about how well implemented onboarding can support employer branding activities. Imagine a company has just hired a new person to join your team. This person has gone through the recruitment process, signed off on the contract and is ready to start work. The first day is not only his or her debut with the company, but also a moment that can determine future loyalty and commitment.
🌅 First day, first impression
Do you remember your first day in a new job? Stress, uncertainty, but also excitement. Everyone has experienced it. The first day is a moment that remains in the memory for a long time. That’s why it’s so important to make a new employee feel confident and comfortable right from the start. A well-planned onboarding can make that person feel part of the team from the very first minute. What now? If the company has ensured good onboarding, the employee will feel welcome right away. A welcome pack with company goodies awaits on the desk, maybe even a mug with his or her name on it.
It seems like a small thing, but it makes a difference, doesn’t it?
🤝 Consistency between recruitment and reality
We often promise golden mountains during recruitment. We talk about a great working culture, development opportunities and a supportive team. But what happens if the reality turns out to be different? The new employee will feel cheated and disappointed. So it’s worth ensuring that onboarding is in line with what we promised in the recruitment process. If you talk about open communication and collaboration, show this from day one.
Transparency builds trust and loyalty.
Remember that what you say at the recruitment stage creates certain expectations. If you’re promising open communication, make sure that the new employee is able to talk to anyone on the team without interruption from day one. If you mention development opportunities, show specific career paths and training programmes available within the company.
It is about translating words into real action.
🌟 Commitment and loyalty from day one
You know what’s key to building engagement? Clear goals and expectations. A new employee should know what his or her tasks are, who his or her direct supervisor is and who he or she can turn to with questions. Hold a welcome meeting, introduce the team and show how the various processes work. This will not only help him find his way around quickly, but will also build his confidence….
Don’t forget the small gestures that make a big difference. For example, an introduction to the team by a supervisor, a short tour of the office or maybe even a coffee together with new colleagues.
All this helps the new employee to feel part of the team from day one.
💻 Use of technology in onboarding
Technology can be your ally. Onboarding management platforms, e-learning, mobile apps – all of these make the onboarding process of a new employee much easier. Imagine a new person being able to familiarise themselves with key company information, company policies and procedures before they even cross the office threshold.
This way, the first day can be spent getting to know the team and giving a more personal introduction, rather than going through a stack of documents.
🔄 Feedback - the key to continuous improvement
Don’t forget about feedback. Regularly ask the new employee about his or her onboarding experience. What did he or she like and what could be improved? This will not only help you improve the process for future employees, but it will also show that you care about his or her opinion. Every company should strive for continuous improvement, and who better to point out areas for improvement than people who have just been through the process?
It’s also a great way to react quickly to potential problems before they become more serious.
📖 A concrete example - a real-life story
Let me tell you a short story. A few years ago I worked for a company that had a great recruitment process, but onboarding was lying. New employees were getting minimal support, which led to frustration and high turnover. Eventually, we decided to change this. We introduced a welcome programme, made training materials available online and appointed mentors to help new employees through their first weeks.
The result? Turnover dropped and the commitment of new employees increased significantly. What’s more, we started receiving positive feedback from candidates who heard about our new onboarding process and wanted to join our team. This shows the great impact that well-implemented onboarding has on employer branding.
Mentors, i.e. experienced employees who helped newcomers, proved to be a hit. They helped new employees acclimatise faster and feel more confident. Every new employee had a mentor they could turn to with any question.
🤔 But why are we even talking about employer branding in the context of onboarding?
Employer branding is not only about attracting new talent. It is also about building the image of a company that cares about its employees at every stage of their career. Effective onboarding is one of the most important elements of this process. When new employees feel welcomed and supported from day one, their positive experience translates into better opinions of the company, both inside and outside the organisation.
A satisfied employee is an employer’s best brand ambassador and can attract more talented candidates.
Remember that the first day on the job is only the beginning - how you guide the new person over the following weeks and months will determine their future within the company. A good experience for a new employee means an increase in their engagement, which in turn will have a positive impact on the whole team and organisation.