The importance of


onboarding


There’s a lot said about the first impressions of a new employee. How are they interacting with the team? How are they adapting to the company? Has their work, so far, been to the standard expected? It’s a heap of pressure to put on a new starter. However, things are beginning to even- out and it’s looking like the tables are slowly starting to turn! Onboarding is the latest buzz word surrounding the employee-employer


A HR consultancy based in Plymouth "helping you manage the people in your business"


07415 055739 www.kenmareHR.co.uk


More than just a recruitment consultant! We offer full employee start up support. We help businesses recruit employees by providing support with adverts and


interviews, legislative checks, documentation, offer / regret letters, contracts and an Induction if needed!


Your new employees will be match fit and ready to start with a personnel file set up! Retained HR service


We can provide a retained HR service based on the size of the business that acts as your internal HR dept yet is substantially more cost effective.


Our aim is to build a relationship and stand by your side as you build your business. Line Management development


We can provide bespoke workshops based on your business requirements. For example: HR Training, leadership development, delegation skills, coaching for employee performance, dignity in the workplace, performance management,


dealing with challenging situations, absence management, disciplinary and grievance Bespoke Documents


We can provide a whole suite of documents to help you manage the people in your business.


Offer letters, contracts, handbooks, policies and more – Sector and business specific. Peace of mind at an affordable price.


Adhoc Support


We can provide support for employee issues as they arise. Disciplinaries, appeals, grievances, dismissals.


Ensuring the situation is handled fairly and correctly. 22 Chamber Profile January/February 2017


relationship. For those that aren’t aware, it’s a term used to describe the initial process a new employee endures during their first few days on the job – a company guide, integration support, colleague contact details, stationary, the opportunity to provide feedback, as well as a strong introduction into the culture, procedures and ethos of the business. The way in which the employer


‘Introducing the new starters


acts during the first day or week of an employee starting has become more and more important. Buffering this sentiment is the apparent skills gap currently present across a whole host of sectors, which businesses are trying profusely hard to plug. The resulting factor? A heavy emphasis placed on keeping the talent who walk through the doors. So where does it start? Well, misrepresenting the job is a galactic turn


to the team is vital for everyone but most importantly for the new employee’


off. You could be the politest and most accommodating employer to your new starters but if the role doesn’t reflect what was previously communicated, then this will damage so much trust that most of the time it can’t be repaired. Sticking to what was said on the job spec and mirroring these details on an employee’s first day will help to provide them with peace of mind. As well as clarification on job objectives and responsibilities, you should be


at the beck-and-call of a new starter and be prepared to supply them with your undivided attention. Even if, during the induction, a longstanding employee is seeking help, keep your eyes and ears on the new employee, as this sends out the message that they’re the most important thing on your agenda. Structuring the time and content needed for your onboarding session will help to minimise the likelihood of being interrupted.


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