Small Business Onboarding
- techelp4u
- Feb 11, 2019
- 3 min read
What is Onboarding? Some of the assumptions for this article are as follows: You have had a job before; you have changed jobs; you have seen someone go through the process. :)
on·board·ing
Dictionary result for onboarding
/ˈänˌbôrdiNG,ˌänˈbôrdiNG/noun the action or process of integrating a new employee into an organization or familiarizing a new customer or client with one's products or services.
When a business grows, the business needs people and customers. Today we are going to discuss integrating a new employee into an organization. With people come Human Resources. Resources are defined as: People, Time or Money. The focus for this article will be hiring employees. I would like to congratulate you on having enough customers where you are considering bringing someone into the fold of your company. Congratulations! Fantastic!
The first item would be defining and identifying needs. What will the vision of the job you will be hiring for be? Working with a company like ours, allows you/us/we to sit down and essentially put together and define the requisition we will be utilizing for the new position.
After a position has been defined, we will create a requisition. Once a requisition has been agreed upon, you will need to advertise your position and have a description of duties the potential person will be performing.
Once resumes begin to come in, an initial screening and review of the interested parties will take place. Companies need to protect themselves, that is how Human Resources help you!
Ensuring a proper candidate is selected or you have the "Top Three" candidates culled through during the resumes process and performed needed interviews, you will be extending a potential offer.
Keep in mind, doing a background check is invaluable. Garrett Wood, owner of Woody's Investigations, and I have spoken at length regarding a prospects background. He indicated most folks were quick and there were no issues; he has, however and unfortunately, found that sometimes there was information not normally provided, uncovered by his company, that could raise questions, so he asks employers to be aware and consider any legal ramifications before tendering an offer. Keep in mind, stating the contingency's before making an offer or informing someone about the upcoming background check usually, keeps things contained. As always, this is not legal advice and you should speak with your legal team to advise you and your company.
Next, consider job basics and create a schedule. We advise using a system built by SP Marketplace. They have an HR Option for small businesses using Office 365 & SharePoint. There are other software systems out there, however, we have found the integration and communication allow a company an immediate R.O.I. for the investment they have currently made. It is a subscription based model, just like Office 365; It is 85% complete after installation and the governance is built in!
Or, we can spend some resources working on a system completely custom to your needs. Remember, there are a variety of systems out in the marketplace and we are happy to schedule time and discuss your needs.
Communicate. Keeping open and consistent written communication and review is very time consuming, however, communication can fluctuate while the written word will not; Hiring a new employee will add a level of stress to the manager and employee. Ensuring communication is open and regular, along with keeping to the schedule, sets expectations and keeps the information flowing in a bi-directional direction. You both learn by asking questions and having to give answers.
Remember: review job description, duties, complete paperwork (i.e. new hire forms, IRS information, etc.), team introductions all prepare for success. Prepare for new hire & training.
Let's talk today.
Comments