August 10, 2020

5 key areas of onboarding that will drive long-term success

Onboarding is a key step for any organization introducing a new leader to their team. Understandably, most organizations have their own processes in place tailored to fit their unique company structure and culture. From completing paperwork and setting up a workspace, to meeting and building relationships with the team, these steps are necessary to integrate a leader into a new mindset and organizational flow.

If you don’t have an internal process in place, Harvard Business Review provides a great place to start: https://hbr.org/2019/06/how-to-onboard-new-hires-at-every-level

As recruiters, we partner with companies to find and hire talent, becoming a long-term ally to help organizations achieve continued success. After the hire, we continue to act as a resource and include onboarding as part of our process to ensure a smooth transition and avoid any unanticipated obstacles. This helps to accelerate the level of communication, awareness, and trust for both leaders and the new hire.

How does our onboarding complement an existing internal process?

While an internal onboarding process is critical for new hires, the addition of our outside perspective and pre-existing relationship with our candidates can help create a higher level of success. We have a series of conversations over the course of 6-12 months, focusing on 5 key areas:

1. Clarity of the role and responsibilities

Understanding what defines success (and how it is measured) is essential. Making sure the individual has the authority to drive results over what they are accountable for will determine their level of empowerment. Knowing how to deliver the value that will produce the impact that leadership considers the highest priority will gain momentum and respect quickly.

2. Power of candid communication

Candid communication about sensitive topics that directly impact the health of the business is essential. Building relationships with this level of trust and transparency can take varying lengths of time, depending on personality types. A common challenge is aligning the rate of the relationship building with the urgency of the issues. Great organizations are committed to the language and messaging used daily to communicate their values.

3. Organizational commitment

Is the company leadership following through in their commitment to support the role and its initiatives? This includes providing resources, time guidance, mentorship, added staff, equipment, and access to needed information.

4. Relationship building

First, the candidate must be aware of the key stakeholders who are critical to their success. Prioritizing the time and space for those relationships to develop on a foundation of trust can take extra effort.

5. Cultural nuance

In many organizations, some of the most important cultural discretions don’t appear in any handbook, despite being essential for employees to understand. Knowing the expectations around speed and timing to deliver an impact, and how that affects the company’s cultural foundations, can define winning and losing.