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The 5 C’s of New Hire Onboarding

The best way to ensure employee satisfaction is to get new hires off

to a good start through a successful and welcoming onboarding

experience. Paycor organizational development specialist Allison Flynn

explains the “5 C’s of Onboarding” that proactive organizations should

make part of their new-hire process.

1. Compliance

Compliance is the baseline understanding of your organization’s

policies and procedures. This is the lowest level of an employee’s

integration into your organization and is typically covered during a

formal orientation with HR. Compliance can be seen as the “boring HR”

part of orientation but is something every onboarding program should

cover. Some topics to consider include company policies, safety

regulations, confidentiality requirements, harassment prevention and

departmental procedures.

2. Clarification

Focus on clarifying the new associate’s role and performance

expectations. How does his/her role fit into organizational and team

goals? What are his/her individual goals? What does your organization

do, and how does it operate? These are all questions new associates have

when they enter a new company, and covering this as a part of your

onboarding process can help new hires get up to speed much more

quickly than having them find out on their own.

3. Culture

New associates start becoming exposed to your company’s culture as soon

as they visit your website or step into the office for an interview.

You should immerse new associates into your organization’s culture

throughout the onboarding program. Make sure they are very familiar

with your organization’s mission, vision and values; company history,

and the way associates communicate with one another.

4. Connection

Managers should encourage each new associate to establish interpersonal

relationships and information networks within your organization.

Ensure that new hires are aware of and connect with subgroups within

your company. For example, Paycor has a Young Professional

organization and a community service group; a representative from these

groups comes to each of our orientation classes to connect with the new

hires. Also consider assigning a mentor or guide for each new

associate to help him or her navigate through the first few months on

the job.

5. Check Back

Collect feedback to continuously improve your organization’s onboarding

program. Managers should formally check in with new associates during

their first 30, 60 and 90 days.

Some of these concepts are covered by your HR department, some by the

hiring manager and some by a peer. Though some of the topics can be

covered during a formal orientation, many of the focus areas should be

reinforced throughout the first 90 days and beyond.

To learn more about onboarding, you can *view Allison’s entire webinar,

Onboarding: Creating a Memorable

Start

or *download The First 90 Days Onboarding

Checklist

for a step-by-step guide.

And for more onboarding best practices, *watch a 2-minute demo of

Paycor’s Onboarding

solution to learn how to

streamline new hire onboarding into a painless, paperless process.

Source: HR Specialist (Vol. 9 Issue 9)