The 5 C's of New Hire Onboarding

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)

More to Discover

Payroll for Restaurants

Payroll for Restaurants

When you’re a small business owner running a full-service restaurant, you can’t afford to make financial missteps. It’s especially important for small businesses to keep an eye on their labor costs. As all restaurant owners well know, restaurant industry payroll is highly complex making it more prone to errors. Not only do you have to figure out wages for your tipped employees, but you also have the added complication of figuring out shortfalls and calculating your FICA tip credit. That’s a lot of computing—and a lot to potentially mess up. State Minimum Wage Laws States’ minimum wage requirements vary, but federal law dictates that if you operate in a state that uses the Federal Labor Standards Act (FLSA) federal minimum wage, your...

EXECUTIVE SUMMARY of the BUILD WEB SUMMIT

EXECUTIVE SUMMARY of the BUILD WEB SUMMIT

BUILD a Company No One Wants to Leave More than 10,000 HR professionals registered for Paycor’s two-day BUILD Web Summit! Industry experts offered insights on how to build a company no one wants to leave. If you missed the Summit, here’s a quick overview of each session. BUILD a Compelling Benefits Package In a hypercompetitive job market, the benefits you offer can help you recruit, engage and retain talent. Our speaker, Andrea Toben, says that building the right benefits package is one of the most important things you’ll do in the life of your business. Andrea advises companies to consider these non-traditional programs. Financial BenefitsFinancial and estate planning assistance Budgeting and cash-flow tracking tools Credit monitoring...

BUILD Web Summit - Build a Burnout Resistant Culture

BUILD Web Summit - Build a Burnout Resistant Culture

“The U.S. ranks 30th out of 38 countries in work-life balance which is the bottom 20%. Over 11% of employees in America work more than 50 hours per week.” Join us as we discuss ways to attack burnout from a work efficiency perspective in order to build a burnout resistant culture. Employers need to encourage and reward work efficiency in conjunction with work-life balance, instead of long, unproductive hours. Speaker: Eugene Partridge Eugene Partridge, III is the Director of Procurement for Paycor, Inc., as well as a speaker, author and music producer. He uses his influence to invoke change and his voice to deliver life changing messages of inspiration. He was honored to be a TEDx speaker in May 2019. He has spoken for Cincinnati USA...

BUILD Web Summit - Build a Culture of Feedback

BUILD Web Summit - Build a Culture of Feedback

Peter Drucker said “Culture eats strategy for breakfast.” HR professionals who connect the two have a powerful impact on their organization. In this session, we’ll review practical ways to activate and reinforce culture. We’ll also review ways to stimulate conversations about culture from the top to the grass-roots. Speaker: Karen Crone Karen is Paycor’s CHRO. She’s responsible for scaling Paycor’s people practices in support of its rapid growth, and for reinforcing its strong culture across an evolving geographic footprint. Over the last nine years, Karen has helped Paycor grow from 400 to over 1,800 associates. Her current focus is on enhancing Paycor’s culture and developing its future leaders. She’s a graduate of Miami University and...