Best onboarding experience #1
Best for: the most welcoming team out there
At Charlie, I learnt soon enough that hiring doesn’t always go according to plan, but rather than blaming the new hire, I had to ask myself: what do we need to make them succeed?
As an HR software company, we quickly realised that there were a lot of different factors involved in building a great onboarding experience:
- Make it easy for new joiners to pick up the pace
- Ensure new employees are at ease with their coworkers
- Effortlessly find answers to their questions
- Set clear expectations for their role
- Ask what they may need from our business to succeed
If we didn’t lay the groundwork for new hires to thrive, we were probably setting them up for failure – that’s why having a solid onboarding process was crucial for us.
What’s it like for new employees at Charlie?
We want clear communication from all sides, and new employees can expect:
Aligning expectations from both sides – we’re transparent about the kind of results we expect from the new hire at certain points in time, and the new hire tells us what they need to make this a reality
Sharing valuable context – we share the right amount of context to allow the new hire to get up to speed and contribute to the work their team is doing without overwhelming them
Communicating ways of working – we make sure the new hire is clear about what working for Charlie looks like in practice and in values
There’s a clear process in place and easy steps to follow when you onboard with Charlie. We summarised some of it below through an onboarding checklist that you can copy and repurpose for your business:
Before the new hires starts
- Send their contract and get it returned and signed
- Invite new hire to CharlieHR’s platform to complete the onboarding process automatically
- Get new hire to upload passport and P45 directly onto Charlie
- Give them access to HR policies and processes in our company playbook (stored in our HR platform)
- Write a welcome email and introduce new hire to everyone before their first day
- Keep in touch and ask new hire whether they need any equipment apart from their laptop
New hire’s first day
- Schedule a meeting to give them context on systems, logins and meetings – this is usually online as a lot of our team go through a remote onboarding process
- Give them a warm welcome in a company-wide meeting
- Ask them to go through the checklist assigned to them in our software – they can just tick off boxes as they go along (this checklist can be templatised)
- Get new hires to read essential documents regarding business strategy, product roadmap, general information
- Have a 15-min check in and wrap up call at the end of the day
- Meet with new hire again and walk through a personalised onboarding plan that their manager will have filled in as you can see below
- Get the new hire familiar with their role document and probation plan as well as any KPI or objectives they need to work towards
- Ask them to complete a Manual of me – a way to help other team members understand how the new starter works best
End of first week
- Have a chat at the end of the day to check if they have feedback and tell them what’s happening the week after
- It should be focussed on training new hires onto function-specific skills and processes, while also starting to give them small projects to own and add value to
- Set goals for the rest of their onboarding until the probation period ends
Of course, this isn’t all there is to it, but we thought it’d be better if you read our onboarding process steps written by our People and Talent manager Finola to find out more about what our onboarding looks like.
The other thing that sets us apart is how we’ll conduct a full assessment against our progression framework before deciding whether new hires pass, fail or get their probation extended to make sure the process is as fair as possible.
What makes Charlie the best onboarding experience?
Our team is one of the most welcoming out there, and that really makes a difference to new hires. We pride ourselves on having built a group of people with humane and approachable qualities – everyone will reach out to say hi, book time in the new hire’s calendar, and make sure they introduce themselves for a good first impression.
Giulia T. – Content Marketing Manager
“I’ve never been so impressed with an onboarding experience before – this was all I ever asked for: the onboarding team was concise, clear and always available for questions, giving me enough autonomy to explore things myself. 10/10”
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