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A new job is an exciting time for the employee, but that can be cut short when the onboarding process isn’t strategic. According to data, 88% of new hires have been unenthused about their onboarding processes or new staff training. What can you do differently as an employer to avoid creating a negative impression among your prospective staff? Below is a discussion of a few things to cross off your checklist when recruiting new employees. It would be best to look at what you may not be doing or, better yet, finetune processes you never paid much attention to.

Prepare team introductions to build cohesion

Team cohesion is an important element in any organization. It builds rapport, improves employee engagement and intensifies company communication. Integrating your new hires into existing teams is important, especially as it helps to build confidence in the former. On the other hand, if it is a large company with several employees, the best option is to organize meetings with key staff. And you can introduce representatives of key teams to your new hires. It offers a new employee the opportunity to start conversations with strategic staff members. In many cases, this helps create a positive first impression in the minds of new hires. Other organizations create a hybrid system of workplace tours and team introductions. This solves the problem of time wasting and possible downtimes during the onboarding process.

Complete a background check

According to data in the employment sector, about 93% of companies make background checks a crucial part of the hiring process. The objective is to ensure that the new hire has no checkered past that could hamper the safety and security of existing colleagues and clients. Moreover, companies must protect their interests and reputation, making these background checks critical. Some companies prefer to have these checks done on candidates they are interested in, even before the offer letter is given.

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Others do it immediately after the appointment letter. As the employer, whichever option works best for your hiring process is ideal. Sometimes, it might be necessary to conduct post-employment background checks when needed. This may include employee drug testing. If that is the case, you may want to know about ultra pure synthetic urine, which people tend to use for favorable results.

Review job descriptions and duties

Although this is usually discussed in the offer letter and the initial job description, it is necessary to review it with the new employee. This forms part of the onboarding process and is another opportunity to ensure that the new staff understands the role. An overview of their functional areas will provide a better picture of a new hire’s position in the company. Sometimes, for privacy reasons, hiring teams deliberately leave out sensitive details of the company until they settle on the right candidate.

It would be ideal to discuss those details during the duties and job descriptions review. Some companies make it mandatory for new staff filling sensitive positions to sign Non-Disclosure Agreements (NDAs). With a binding document, you can be sure that your company’s sensitive information is intact and may not be breached. Another way to review job descriptions is to make them a crucial document in the company’s new employee pack or welcome letter.

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Michael D. Levitt Chief Burnout Officer

Michael D. Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout consulting firm. He is a Keynote speaker on The Great Resignation, Quiet Quitting and Burnout. He is the host of the Breakfast Leadership show, a Certified NLP and CBT Therapist, a Fortune 500 consultant, and author of his latest book BURNOUT PROOF.