Category: Academic Qualification Verification

The idea of not judging a book by its cover has been around for quite a while. But nowadays, the expression means little more than a mere cliche. Be it as it may, it is imperative to take cognisance of this expression within the HR space – especially before confirming any candidate for an open position. Before making a hiring decision, it beckons on HR managers to scratch beyond the surface to be sure that their potential hires are truly who they appear to be on the surface level. In simple terms, you must make a habit of running employee background checks.

 

In a highly competitive market like ours, candidates tend to embellish certain aspects of their CVs. Where this isn’t the case, candidates could also ‘omit’ certain aspects of their education, work or personal history. Usually, these plots are done by applicants in order to make themselves appear more attractive to recruiters. While HR managers have the knowledge and experience to help them detect many of these gimmicks; the fact remains that only a background check would reveal the most sensitive ones amongst them.

 

 

A few notable advantages of running background checks are:

 

• They help avert the risks of negligent hiring
• They ensure that you employ only individuals who fit into the overall culture of your organization
• You get to employ the best and most qualified talents amongst tonnes of applicants
• Your organization enjoys a low turnover rate of employees, which would ultimately foster productivity.

 

Running adequate background checks on your prospective employees helps you to ascertain that you know who they really are before committing to a legal agreement with them. Moreso, background checks help you to ensure that there are no issues in your prospective employees’ past that could cause harm to other employees, or cause disrepute to your organization.

 

 

Before confirming an applicant’s offer, HR managers should verify every detail on the CV of a prospective employee. Details like employment history, the authenticity of certifications attained, as well as other claims that appear on an applicant’s CV must be verified.

 

Similarly, checks like criminal record check, identity verification, address verification, and guarantor checks should be carried out.

 

When a company makes a good hire, such an employee tends to improve productivity and give a boost to the brand of their organization. In the same vein, a bad hire could be detrimental to the image of an organization. On a minute scale, a bad hire can reduce the morale and productivity of your team, and can cause employee turnover rates to increase. On a larger scale, one bad hire can land your organization in a lawsuit with lots of unpleasant ripple effects.

 

Running adequate background checks on your employees would make you confident about the quality of your hire.

 

Considering the fact that the hiring landscape is a dynamic one; HR managers must understand that running background checks on prospective employees is no longer just an option. For employers who want the best talents on their payroll, running background checks on employees is a necessity. Employee background checks serve as a fortress for you when making critical hiring decisions.

 

Usually, employee background checks are conducted after selection tests have been conducted. At this point, it becomes imperative to conduct a background check on your potential employee. This check must be done before he or she starts on the job.

 

Would you like to know more about our employee check services? Call Dipo on 0703 719 5924, or send us an email via verify@klinsheet.com.

Are you using the right job application form?

The importance of the application form and the guarantors form in the hiring process cannot be overemphasised since they provide the best and easiest means to prescreen job applicants and collect relevant information about the cosigners of such candidates.

To avoid hiring the wrong candidate, it is necessary to first understand what is the hiring process. Basically, the hiring process is the process of reviewing candidate’s applications, selecting the right candidates to interview, testing the candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks. All of which is to ensure that an organization hires the most suitable candidate for a position.

During the hiring process, a human resources manager will use the following steps to determine the most suitable candidate for the job:

1. Review job applications

   This is the process of screening candidate’s applications by human resources or the hiring manager.

2. Test candidates:

   This refers to aptitude tests and examinations that help a business predict the success of a job candidate.

3. Interview selected candidates:

   This is the next process to conduct of tests. Even though written tests and psychological tests are conducted, still one-to-one communication between individuals always remains the crucial part in the selection of a candidate.

4. Choose candidates based on pre-determined selection criteria

   This refers to the selection of a candidate based on criteria’s set in advance such as the list of the essential and desirable skills, attributes, experience, and education which an organization decides is necessary for a position.

5. Perform background and reference checks:

   This is the process of researching, compiling and verifying criminal records; commercial records; financial records; education and employment history; references, etc. of job applicants.

6. Send selected candidates for a health check:

   This is an important step of the hiring process as it helps to identify potential risk. Also, it helps to provide accurate diagnostics of the selected candidates.

Without proper data capture in the Job application form, it will be difficult to get value from the remaining steps of the hiring process. This in turn can lead to making a wrong hire. And even when a qualified candidate is chosen, background checks and reference checks are necessary to keep your organization safe.

Performing background checks generally involves analyzing a candidate’s criminal record, education record, financial records, military record etc. These checks are done to verify that the details provided by a job applicant on the application form are actually true and can be verified. If a job applicant does not provide accurate information or lies about any of the information included in the application form; it is generally grounds to rescind the job offer of such candidates.

Hiring an unqualified candidate to fill a position would lead to severe consequences in any organization. It is therefore very important to prescreen job applicants with the use of the right application form. Also, an articulate guarantor form should be used to collect relevant details on the cosigner of a job applicant.

To view samples of a very good job application form and guarantor’s form, click here.

We all would agree that technology has changed the pattern of doing business in various sectors across the globe. Apparently, the HR space is not an exception. Before the advent of the novel coronavirus, hiring processes were already shifting towards a more technologically advanced pattern. Nowadays, however, organizations are beginning to realize that the system of remote hiring will remain the norm even in the near future.

Luckily, the HR space is already positioned to adapt to this new normal. Some organizations have already created an efficient system of digital hiring. Be it as it may, crafting an ideal system of remote hire comes with its own challenges. And to stay above these challenges, hiring managers have had to embrace the evolution of technology within the HR space.

With the recent plunge in remote work, the following are some areas in which technology has reshaped the face of the HR space.

1. Resume Review through Applicant Tracking System (ATS)

   One of the most strenuous aspects of HR tasks is the process of reviewing resumes and job applications. And because technology has brought about ease to this pain point; HR professionals can only look forward to the continued evolution of HR tech.

   With Applicant Tracking Systems (ATS) that are powered by Artificial Intelligence (AI), hiring managers now enjoy the luxury of efficiently sifting through thousands of resumes without stress.
   
   More importantly, these tech solutions can do within minutes, tasks that could take HR professionals weeks to complete. With the increased popularity of AI, it is imperative for hiring managers and recruiters to explain the importance of preparing AI-friendly resumes to applicants. Else, the most promising talents would be overlooked. With a viable ATS, HR professionals get to have more time to spend on other aspects of their jobs.
   
   There are a number of existing ATS solutions available in the market. One of such is the popular OutsourceHR. OutsourceHR is an automated HR business solution that helps you take care of your outsourcing needs from recruitment to the point of disengagement. This solution has been used and proven to be a very valuable tool by most of the largest outsourcing firms in Nigeria.

2. Background Checks

   With the recent rise in digital hiring, running background checks on employees is now more critical than ever before. It is imperative for every organization to run comprehensive background checks on new hires while continuing to monitor existing staff. In the last few years, one of the key areas in which HR technology has evolved is in the area of having background checks that are managed via an online platform. And with the unfold of recent events, it is glaring that a digitally managed background check service platform is a key technology for HR professionals.

3. Video Interviewing Process

   As much as we’re still very used to the face-to-face pattern of interviews; running virtual interviews is really not a bad idea. Once an organization perfects its system of virtual interviewing, new sets of possibilities can be unveiled. It has been said that video interviewing is as much an art, as it is a skill. A candidate who is a perfect match for a position may seem to not meet up to expectations in a video interview; and vice versa.

   To mitigate situations like this; your HR team should be able to troubleshoot issues that may arise during a video interview. Be it as it may; it beckons on HR teams to understand that the ultimate goal is to identify talents and set them up for success. Therefore, communicating expectations with applicants can help avoid any form of awkwardness.

 There are many areas in which technology is changing the face of HR departments across the globe. These changes have also brought about improvements in the way employee payroll, appraisal and other HR processes are executed. And from the look of things, these technologies would eventually eradicate manual processes off HR processes in the long run.

Would you like to gain further clarity about such areas in which technology can help to streamline your HR processes? Feel free to contact us today!

Dipo Umoru
+234 703 719 5924
Verification Consultant
Klinsheet Consulting

For your organization to thrive, you must be deliberate about the quality of staff you hire. Howbeit, it is not best practice to incur unreasonably huge costs simply because you want to acquire new talents. Hence, it beckons on hiring managers to put these costs of hiring new talents in check. Before making attempts at reducing recruitment costs, it behoves you to think about what you’re spending at the moment. Furthermore, you need to be deliberate about the things you spend on. When calculating the costs you incur on recruitment, you should consider expenses like the fees charged by your recruitment agency; referral fees, and the costs of advertisements. 

Generally, the cost of hiring a new talent varies depending on the role to be filled. Furthermore, it depends largely on how you choose to go about your recruitment process. If you take into account the onboarding period (the time it takes a new hire to get up to full working speed); then the average cost of replacing a single employee could be very high. But do not worry, we have compiled a couple of tips that would help reduce your cost per hire.

 

1. Tap into advocacy

Employees are often the most credible sources on subjects like company culture and business goals. Hence, employees can serve as strong advocates – or otherwise – for their organization. An employee advocate can go a long way to generate positive exposure for their organization. Even more, employees can make recommendations about the organization to their network of friends and family. When your employees double as advocates for your organization, you may find yourself having to incur zero costs on recruitment. Getting your employees to share their experiences of your workplace – especially on social media – would help to create a positive image of your workplace.

 

2. Introduce a referral scheme

Referral Program has now become the face of modern recruitment. Referral employees are considered to be very handy, as they usually take the least amount of time to hire. Furthermore, the cost of recruiting them is usually next to nothing. Another major advantage of recruitment via referrals is that you have someone you can hold directly accountable should things go sour with a referred employee.

 

3. Leverage on social media

Social media is where people go to interact with friends, express their passions, shop the latest trends; and yes, seek their next job. Hence, social media avails employers the luxury of providing an insight into their day-to-day operations. Furthermore, employers are able to portray the key elements of their organization’s vision and values; and the type of people who work with them. This clarity and authenticity will help to increase the volume of applications you receive from individuals who are confident that they share your vision and values.

 

4. Use the right tools for the job

With the technology wave of the 21st century, there are a number of tech solutions that can help to streamline your recruitment processes. One of such viable solutions that have been proven to give optimum results is OutsourceHR. OutsourceHR is an HR outsourcing solution that completely eradicates all your manual HR processes. OutsourceHR caters for the wholistic staff journey right from the point of recruitment, up until disengagement. Impressively; with OutsourceHR, you can filter applications and can invite thousands of applicants to an interview with the click of just one button. On a larger scale, OutsourceHR helps to reduce the number of staff you need in your HR department. With various modules like the recruitment module; onboarding module; leave management module; appraisal module; time management module; and resignation module; this significant tool can save your organization several millions of naira every year.

 

5. Build talent pools and alumni networks

Whenever you run a job ad and eventually hire your ideal candidate, it is a smart thing to keep a pool of other candidates who are as well qualified but were not employed at that time. This way, you have a pool of individuals whom you can reach out to when the need warrants. Similarly, keeping an alumni network can be of immense value when you need technical mentors for niche skills. Very few things can be as valuable as being mentored on the job by someone who did well occupying that particular role within the same organization.

 

6. Reduce the need for recruitment in the first place

The most effective way to cut hiring costs seems simple on the surface. When scratched further however, it might turn out to be a complex project on its own. Improving the way you support and engage with your existing employees would certainly help to reduce employee turnover. With fewer employees leaving your organization, there would be little or no need to hire replacements.

With these few points, I earnestly hope you have found valuable information that would help reduce the costs you incur on recruiting new staff for your organization. If however, you need further insights on how to achieve specific results within the HR department of your organization, feel free to contact us. You can be rest assured that we would leave no stone unturned in helping to optimize your results and ultimately, grow your business.

 

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting

Are you bothered about how to recruit a recruiter for your agency? Then this is for you.

Now more than ever before, organizations are beginning to pay serious attention to the human resource space. Gone are the days when organizations had just one staff in the HR department or had no HR department at all. In recent times, however, business owners are beginning to realize that the growth of their organization is directly proportional to the quality of staffs they hire. 

But what happens when the one who is charged with the responsibility of recruiting competent staff lacks the competence to do so? In all honesty, recruiting a recruiter can be a daunting task, especially when you’re not well-grounded within the HR space. In a bid to help you bridge the gap in this area; we have compiled some tips that can ease the process of recruiting a recruiter for your organization.

 

• Monitor industry-related groups on social media

  With the tech wave of the 21st century, social media has become a force to reckon with in almost all spheres of life. To gain clarity on how things work in the HR space; it is advisable to follow HR-related groups on social media. That way, you get to see the latest trends in the industry. Furthermore, you can pick up insights on the things you need to look out for while recruiting a recruiter for your organization.

• Attend recruitment networking events

  The potential value that lies in attending recruitment networking events cannot be overemphasized. Attending these events would not necessarily be an avenue to recruit a recruiter on the same day. However, it’ll help to create awareness about your company. Similarly, it would be an avenue to connect with senior-level recruiters. This way, you can portray your organization to them as a good place to work; while creating the ripple effect of arousing their interest in working with you.

• Leverage on your network

  In the search for a professional recruiter, reaching out to your friends and trusted allies can be a great idea. One major advantage of recruiting through your network is that you have a reference even before the candidate submits his/her CV. And if someone in your network is confident enough to recommend a candidate; then this can be signalled as a trust indicator.

• Poach from your competitors

  In the corporate world, poaching top talent from competitors is not an uncommon thing. When bringing these people in, you are sure they are already equipped with the specific industry knowledge and experience. Furthermore, you can count on them to replicate strategies that worked for your competitors. Hence, poaching is a sure way to add more value to your organization.

• Make your expectations clear

  During the process of interviewing your potential recruiters, it behoves you as an employer to be clear about your targets and expectations. Your prospective employee should be aware of the key elements of your organization’s culture; your KPIs; and the key deliverables for the position. This way, the candidate has a clear expectation of the task ahead and can brace up to face the challenges.

• Run a background check
  

  Before confirming the appointment of any staff, it is imperative to run a background check on such individuals. This way, you can be sure that they are truly who they say they are. It is wise to resist the temptation of being wowed by their self-acclaimed history and track records. Running a background check to ascertain that all their claims are indeed true would give you a better idea of their work ethics. Ultimately, it’ll help you gain clearer insights into how these people would fit into your organization. If you seek to know more about why you must run a background check, visit our website.

 

 

 

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting

 

 

As an entrepreneur, the onus rests on you to inspire your employees to get the best out of them. If you succeed at this, your employees would be happier with their jobs. As a result, there would be higher levels of employee productivity and efficiency. As a manager, striking a balance between helping other people be at their best while getting your own work done could be a very big challenge. However, the art of pushing employees to become more productive is a skill that can be learned.

Apparently, there is no single assured method of becoming the best leader or manager in the world. However, there are proven actionable steps that can be done to ascertain that your employees remain productive in line with your organizational goals. In this article, we have highlighted 7 simple but effective strategies that can help increase the productivity of your employees.

1. Allow for transparency and feedback

   While it is an uncommon phenomenon in the workplace, admitting when you’re wrong is essential to building a culture of transparency. This way, everyone can act and express themselves freely at work. As a leader, there comes the frequent urge to demonstrate control. However, admitting a lack of adequate knowledge or admitting a mistake shows more courage on the part of the leader. Furthermore, it would help to foster a culture of learning and transparency, while reassuring employees that they can express their concerns without fear.

2. Encourage autonomy
   

   One of the most effective ways of increasing the productivity of any team is by having managers take a step back and giving more autonomy to the team. To foster productivity, individuals must be given the free will to determine how to manage their time and resources. Availing employees the freewill over how they work helps to boost productivity in a way that forcing control cannot. As awkward as it sounds, autonomy motivates most individuals way better than financial rewards will.

3. Provide the right tools
   

   The performance of your business is directly proportional to the skills and resources available to your employees. Having access to the right tools will make work easier and create a seamless flow of work. There are various tools that can help to foster productivity in the workplace. For instance, having applications that can help employees to communicate, collaborate, and keep track of time at work would have a positive effect on productivity.

4. Provide training for employees

   If you want to get the best results from your employees, it is imperative that you pay attention to helping them build capacity within the scope of their responsibilities. Research has proven that training employees is as advantageous to an employer, as it is to the employee who was trained. There is a wide range of skills that can help employees to increase productivity. These skills could be as subtle as learning how to work with a spreadsheet; learning how to do business presentations; or as serious as developing business plans and developing go-to-market strategies.

5. Know your employees
   

   In truth, it is not easy to keep in mind the personal issues your employees have told you about – especially when those things were said on days they needed to be excused from work. However, following up on these personal issues demonstrates that you genuinely care about the well-being of your employees. Frequently asking about something your employee has been struggling with or checking on them when they appear to be down would help to build a bond between you and them. This bond would make it easier for you to understand what motivates your employees and makes them tick. And when employees are aware that you genuinely care about them, they subconsciously feel the urge to do more.

6. Get everyone to key into your vision
   

   One of the biggest challenges organizations face is ensuring that employees remain happy about their job. For employees to remain happy all year round; they must have the feeling that what they are doing is the best possible endeavour to be engaged in at this point in their life. Once employees have this mindset, they would put in their very best and be proud of it. But to achieve this feat, employees must have clarity about the vision of your organization. Furthermore, they need to know exactly where they fit in within the scheme of things.

7. Appreciate results
   

   As a leader, it beckons on you to pay attention to the efforts and outputs of your employees. This way, you are able to show appreciation to employees who deliver high levels of productivity. Applauding good work and giving employees the recognition they crave can help to keep motivation levels high. Letting employees know that you’re aware that they have done a great job can spell the difference between productive employees and non-productive ones.

 

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting

 

Soft skills are those character traits that influence how well a person can interact and work with others. These skills determine the extent to which a person is able to manage relationships with other people, communicate with other individuals, play an active part of a team, and so on. At some point, you might’ve met with certain individuals who were very likeable and you always felt very comfortable talking to them. The unique thing about such people is the soft skills they possess. In essence, soft skills play a vital role in the success of every individual and are equally important for the growth of your organization. 

 

Before now, recruiters rarely looked out for soft skills in candidates. But with the state of things today, recruiters are increasingly realizing why they should hire candidates with soft skills. Essential soft skills within the organization include creativity, critical-thinking, problem-solving, people management, emotional intelligence, delegation, and so on. Soft skills are essential in the workplace, regardless of the industry you operate within. Let us look at some of the benefits of having employees with the right mix of soft skills:

 

• Increased productivity: an employee with the right mix of soft skills would certainly attain higher levels of productivity than an employee who possesses only the educational competencies that are required to perform within his/her role. Apparently, higher levels of productivity on the part of employees would ultimately bring an organization closer to achieving its goals.

   

• Improved teamwork: for any business to thrive, its people must work together in harmony towards achieving a common dream. When staff work together as a team, it becomes easier to drive organizational goals. But when employees do not have an essential soft skill like teamwork, friction begins to occur amidst the ranks. Sadly, this would have a ripple effect of slowing down progress within the organization.

   

• Improved employee satisfaction: employees with the right mix of soft skills are more likely to fit seamlessly into a new organization. When an employee finds himself getting along at a new environment without hitches; it improves the chances that he would be compelled to stay longer within that space. An employee whose soft skills help him get along would have a positive outlook on that organization. And this would invariably increase the satisfaction and retention rate of such employee.

   

• Improved leadership: possessing the right set of soft skills can help to prepare an individual for leadership positions. The more people who possess virtues that make them worthy of being called a leader in your organization; the higher the chances are that your organization will succeed. Furthermore, having employees who are capable of taking up leadership roles would make it easier to fill up vacant leadership positions with employees who have grown with the company. This way, you do not have to bring in individuals who do not understand the culture of your organization.

   

• Increased client base: when your staff have the right mix of soft skills, they are able to better interact with and better understand the needs of clients. This way, it becomes easier for your business to tailor its offers to suit the needs of your customers. And having created such peculiar offers; you can be assured that your staff have the right set of skills to adequately communicate the benefits of your offers to customers. And ultimately, they can compel customers to buy. Once clients are satisfied, they spread the gospel about your business by word of mouth. Furthermore, they happily recommend your products and services to their family and friends.

 

In reality, having employees with soft skills can be of great value to every business. This way, the business owner can be assured that decision-making does not have to rest solely on their shoulders – except for sensitive decisions. Once the organizational goals are clear and every member of staff is able to key into the vision; employees with the right mix of soft skills can take the initiative when its time for critical thinking and problem-solving. 

 

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting

As much as it is often trivialized, the recruitment phase is a very crucial one; as hiring the wrong candidate can spell doom to an organization. Nowadays, savvy entrepreneurs have realized that outsourcing their recruitment process to professional recruiters has many benefits. With professional recruiters, you’re rest assured that round pegs are brought in to occupy round holes. If you’re one of those who see no logic in outsourcing your recruitment to professionals, we hope the few points below would help you reconsider your position.

• Expertise

  To begin with, you get to benefit from the expertise of a recruitment agency. The agencies have the structure and architecture to help you find the best candidates. Once recruiters have clarity about your organization’s culture, they would look out for candidates who are not just academically qualified for the job, but who’s personalities would also fit seamlessly into your organization.

• Cost Reduction

  Seasoned recruiters understand the system and are abreast of industry-standard payments for every role. Therefore, professional recruiters will be able to offer your best staff the best wages, as opposed to making arbitrary decisions. Moreso, engaging recruitment process outsourcing firms would help you to save the costs you would incur on putting up an advert for the vacant position.

• Reduced Time

  Since hiring firms engage in recruitment on a full-time basis, they are able to help organizations find the best suitable candidate within the shortest time-frame.

• Talent Pooling

  While seeking out the most suitable candidate, recruiters often meet with candidates who are either more than qualified and experienced; or are good but do not have the required experience to fit into that role. Either way, this pool of candidates can be the first point of reference whenever the organization needs to hire another talent.

• Regulation Compliance

  By all standards, recruitment process outsourcing firms are abreast of labour laws and regulations. Hence, by routing your recruitment through them, you are rest assured that you are not breaking any laws. And peradventure laws are broken, you can easily wash your hands clean – as your recruitment agency would be held liable.

Do you need more clarity around why and how to go about outsourcing your recruitment process? Or would you like to strengthen your internal capacity around recruitment? At Klinsheet Consulting, our team of experienced recruiters are available to train your in-house staff on how to come up with a unique architecture for recruitment.

Finally, here comes the juicy part. To help you have a taste of the benefits of outsourcing your recruitment process; we have decided to take 50% off our recruitment charges till the end of this year 2020. To enjoy this benefit, send us an email at recruitment@klinsheet.com.

 

 

 

Muyiwa Adewoye

For: Klinsheet Consulting

Are you wondering how to get the CEO to listen to your idea? Well then. You are on the right track. This is especially true if you are an employee who aspires to rise up the ladder within your organization. Read on to get some tips that can help you get the CEO to listen to your idea.

One of the first things you need to do is to develop a business plan for your idea. There are many people out there who claim they have great business plans. But in reality, what they have is a complete waste of time. You should be sure to get business plans ready so that you can present them to the CEO and other key players within the organization. Also, it behoves you to make sure that your business plans have specific details, as opposed to being generic.

Next, you should focus on creating different areas within the business plan. You should include your goals, your strategy, and your financial forecasts. It’s very important to mention all the different aspects of the business. This way, you can show the CEO that you actually know what you are talking about. Having clear projections will make it easier for the CEO to listen to your ideas. This is because he or she will realize that you have put forth your own ideas to improve the business; rather than just throwing them out there in hopes of it working out.

Another very important aspect of getting the CEO to listen to your ideas is to make sure that you are clear with your mission statement. It needs to be concise but very clear. That way, the CEO will know exactly what he or she should be working towards. You also want to communicate it to the CEO that he or she is the one who is responsible for the overall success of the organization.

Ultimately, you will need to show the CEO that you are a great leader. This means that you need to make sure that you are able to inspire and motivate your team to work hard for the success of the business. Hence, you need to set goals, create plans, and show your determination so that your team can follow your direction to the letter.

When you are looking to get a CEO to listen to your great idea, it is important to be organized and focused on developing all of the different aspects of the business. This will help make sure that you present your idea in a way that will make it easy for your team to follow.

 

 

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting

 

Regardless of whether you’re conscious of it or not, the experience you create during the process of onboarding a new employee can determine whether or not you have happy employees. It is worthy of note that the first impression an employee perceives would go a long way in determining their future with your organization. Sometimes, it feels like you’re spinning your wheel trying to recall everything they need to learn. A good onboarding process can go a long way to increase retention and ensure new employees gets up and running swiftly. More so, it ensures ­employees become effective sooner, which would undoubtedly build their confidence and help them improve.

As a recruiter, your hires should believe that they have made the right decision by joining your team. A great onboarding experience has a long-term impact on employees and for good reasons. As an HR personnel, it behoves you to understand that onboarding goes way beyond signing paperwork, sharing manuals and documentation. Without a structured system for the onboarding process, new employees would find it difficult to catch on and get acquainted with their new position.

On the other hand, an effective onboarding system helps new employees understand your core values and learn how their work can be structured within those values. Also, it builds connections with new hires and helps them feel a sense of belonging within the new community. We have compiled 7 strategies by which you can onboard happy employees – thereby increasing retention rate.

 

1. Invest time in onboarding checklists

Designing checklists for new employees would help you systemize your business. By so doing, you will be able to transform a process that can be overwhelming to one that is significantly less complicated. Furthermore, having an onboarding checklist guides you into checking each of the key hiring steps.

 

2. Provide a mentor

Employees’ first day at work is usually stressful, but the level of the stress would be determined by the employer. To soothe this stress, you should assign a mentor to each new employee. This way, the new employees would feel they have someone to guide them as they integrate with the new system.

 

3. Place them in customer service for a start

One of the best ways by which new hires would adapt to the system and understand your products/services is by working in the customer service department. This strategy has proven to be one of the best in helping employees understand the organization. Placing new employees in customer service would help them to understand what customers want and how they think. This would make them more empathetic to customers’ needs and will make them better equipped for their eventual position.

 

4. Engage them immediately

The best way to integrate a new employee is to get them involved in a project immediately. Assigning a new project or asking them to join a team in an ongoing project would give new hires the kind of engagement that’s required to get them going.

 

5. Do regular one-on-ones

Having frequent communications with new hires would help you understand the challenges they might’ve encountered somewhere along the line. You should set aside some minutes every week for a one-on-one conversation. Also, you should endeavour to know a couple of things about their personal lives. This way, you build a more human connection with them.

 

6. Create an avenue for all employees to communicate

Communication is key to building a strong and lasting relationship. Hence, it behooves you as a recruiter to ensure that the existing employees engage in some form of communication with the new employee.

 

7. Make it fun

In all honesty, the process of onboarding can be stressful and complicated. However, you should endeavour to create an aura of fun around it. For instance, you may create a new member welcome kit with all sorts of goodies. Furthermore, new employees can get to meet other team members and get their own first impression of everybody within the organization.