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)
Buyer's Guide To HCM And Payroll Technology
An HCM platform is the foundation of your business, and choosing the technology is one of the most important decisions you'll make.
Get ExpertiseMore to Discover
What is a W-4 Form?
What is a W-4 Form? W-4 forms are essentially very basic tax returns filled out by employees. Specifically, it tells employers the correct amount of tax to withhold from the employee’s paycheck. Need a W-4 Form? Download it here. Why are W-4s important? The accuracy of an employee’s W-4 submission will determine the size of their tax refund (or bill) at the end of the year. The amount withheld should be as close as possible to their actual tax obligation—a big deficit can be an unwelcome surprise and may be accompanied by further penalties. Withholding more than necessary is considered by some employees as an easy way to save but, while refunds may seem like a nice treat, you are taking away the chance for employees to invest (or use)...
Case Study: Price Brothers, Inc.
A need for robust reporting tools and a modern HR and payroll platform with onboarding capabilities led Price Brothers, Inc., to Paycor. “We’re constantly hiring and looking for skilled trade help on a daily basis. Now they can fill out the application online and we can email them the new-hire paperwork. They can complete everything online before their first day.” - Kim McLaughlin, CFO, Price Brothers, Inc. Why Price Brothers, Inc., left their payroll provider Price Brothers, a Charlotte, N.C.-based plumbing contractor who specializes in new-home construction, needed a more modern HR and payroll platform that could keep up with their growing business. Their former solution wasn’t intuitive and didn’t collect all the data they needed for...
How to Pay 1099 Employees
As the gig economy grows more employers are looking to hire independent contractors (aka 1099 workers). But since paying independent contractors isn’t a walk in the park, many employers are looking for step-by-step instructions. Here’s a breakdown of everything you need to know: How Do I Pay a 1099 Worker? This subject is something you will need to discuss in detail with the person you’re hiring for the job. Often, they will have a written contract that stipulates how and when they should be paid. The two most common methods of payment are hourly and by the job or project. Some independent contractors — such as attorneys — prefer to be paid on retainer, which means you pay them a lump sum at the beginning of each month in return for a...