While recruitment processes are increasingly advanced within companies, the integration of a new employee often remains a neglected point. However, the complete step is essential for the success of recruitment.
Faced with a high turnover, there are many reasons to take care of the onboarding process. A few good practices help to put the newcomer in the best conditions to contribute to his or her development and the company’s results. Here are 5 Tips to train your new IT employee.
You have chosen the best candidate, and he has accepted your offer; now, how to be sure to retain this rare pearl? It all starts with the essential step of integrating the newcomer. You certainly don’t want to risk losing all the credibility you’ve built by neglecting to plan for its arrival!
5 Tips to train your new IT employee
This process may seem long and arduous, but you will soon find that it all comes down to good planning. Thus, you will not risk losing a good candidate because of simple negligence; after all, in today’s working world, these pearls are rare!
Here are five steps to remember to properly prepare for the integration of the new employee.
1. Prepare your work plan
Who doesn’t like arriving in a new environment and finding that everything is ready to welcome him? It is to your advantage to prepare the workspace of the new person— his desk, his chair, his telephone, his computer. Also take care to clean this space well, especially if another person occupied the position before. Above all, do not forget to provide your passwords and access to the computer, door, alarm system, etc.
A well-integrated employee is most often a well-equipped employee! Send the computer and mobile phone upstream, without forgetting the login and password to access them. In order to make sure that your new recruit is ready, also provide him with a digital integration kit which will include all the collaborative work tools, access to the VPN, and the various software he may need.
Another key element not to be overlooked: send them a guide offering a presentation of the company, the teams and the role of each employee, and the company culture, not to mention a FAQ. Finally, remember to give the contact details of the IT Consulting Provider, for example, IT Consulting from Muscatech, and the referent people to contact if necessary.
2. Schedule training time and prepare administrative documents
Training should not be neglected. It is the stage that you ensure the skills of the candidate. Too often, you realize too late that the training received was not adequate, and that the candidate resigned for lack of information. This is why it is necessary to plan a training schedule that will allow you to take all the time necessary with the employee.
A weekly follow-up meeting is required for at least the first three weeks to ensure that everything is under control. During these meetings, take notes who knows, adjustments may be necessary.
Whether face-to-face or virtual, successful onboarding undeniably requires good preparation. With this in mind, plan training sessions as soon as the new IT employee starts the job. The goal? Optimize the confidence and productivity of the new employee.
Reflect with team members and the HR department to determine which training topics are the most relevant and essential for taking up the position including a product demonstration video, specific business skills, good practices remote working processes, business software discovery session by videoconference, webinar presenting internal processes.
This part is usually not the most popular. These documents include the employment contract, the payroll tax deduction documents, the employee handbook, and the group insurance forms. In short, all the documents have to do with payroll and working conditions. It goes without saying that these documents must be prepared in order to avoid wasting time.
3. Organize the big day well
Make sure you are on time to welcome the new employee on the first day. Take the time to show him around the workplace and introduce him to all team members by explaining each person’s role within the organization before inviting him to take a seat in his new office.
Have all the required documents on hand so that they can be completed without delay. Once everything is settled, explain to him the mission of the company, and your expectations and ask him if he has any questions. Above all, follow your training plan!
Introduce your new recruits in a fun way with our 100% customizable presentation template! Atypical backgrounds and hidden passions find out more about your employees and give excuses to start a conversation!
4. Use internal communication tools and encourage interactions
Do not hesitate to use the tools available within your company to promote onboarding. A blog or an internal social network? Take a few minutes with the newcomer to share a short biography with a photo, this will facilitate the first meetings. A newsletter for employees? Take the opportunity to add an insert on the arrival of a new employee and on his missions.
We must not neglect the relational aspect in the first days of integration of a new employee. It is during this period that he will get an idea of the atmosphere between colleagues and that he will feel if he can fit in. To promote exchanges, do not hesitate to offer him lunch with the team on the first day, organize a welcome drink for the latest arrivals, or quite simply offer a coffee break to facilitate informal exchanges.
5. Don’t slack off the follow
The employee needs to feel supported and expected throughout the first few months. Managers and Human Resources must remain available and offer points regularly. These make it possible to ensure the proper integration of the employee and to adapt the integration system according to the profiles.
Provide the new recruit with help and support on a daily basis by offering to answer all of their questions related to the operation of the company, but also to their workstation. With this in mind, it is important to choose a team member who is sufficiently experienced and who will be able to show empathy.
It is also useful to collect the feedback of the new employee a few weeks after his arrival. The astonishment report is the ideal tool for this, it makes it possible to value the opinion of the employee who brings a fresh and objective look at the strengths and weaknesses of the company.