Let’s get you onboard then.  Here we are, we’ve got our new person and recruitment has gone well.  But it can still go so wrong if we aren’t careful. 

Everyone knows about the mandatory training that we have to do with companies, safe handling and lifting and all that, you know.  But what about the other stuff, the settling in stuff?  Have you been planning this so that new people feel welcomed and they are being introduced to how things are in the workplace.  A schedule to meet with key people can help as can introducing people to policies over time. 

Onboarding people is so important as this is also often part of a probationary period too.  That’s another process that should be managed well.

Regular meetings with a new employee is a good idea so that they feel they have an opportunity to ask any questions that they have.  You may like to pair people up so that there is someone who can support a new person.  Leaders may want to schedule meetings with new staff, this could be online or face to face.  Also, a business may like to think about developing a resource centre for staff where policies and procedures can be found so that people can read this over time.

A line manager will be training a new person in using technology and will be managing a probationary period.  It is important that this is monitored in some way to ensure fairness and systems could be introduced where sign-off from someone more senior is required.

Training staff in onboarding new people can help show consistency and fairness across a business to reduce the risk of any claims around discrimination, harassment etc.