The Manager’s Role in Onboarding New Staff. Purpose of Onboarding Onboarding Process Tools for Hiring Managers and Supervisors. Purpose of Effective Onboarding. You interview, check references, and extend an offer of employment that gets accepted; you’re so relieved the hire is done!
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Purpose of Onboarding
Tools for Hiring Managers and Supervisors
But please stay involved…
Your role transitions to bringing your new employee on board, requiring your oversight and involvement.
The new employee feels welcomed and a sense of belonging is established
The new employee understands how the new position contributes to the group’s mission and goals
The new employee feels a connection to—and pride in—the work group, which reaffirms their decision to take the job
Stanford received over 100,000 employment applications in FY10!
These numbers suggest a thoughtful approach to onboarding is an effective strategy for our organization as a whole.
“I knew my first day I wouldn’t be staying long; my workspace was messy, and there was no computer or schedule for my first day. Plus, my supervisor wasn’t around much.
I remember thinking if there’s so little attention paid to me when I’m new, the odds were against getting much attention in the future. I was so disappointed, especially after such a lengthy interview process.”
The hiring manager in this situation could have improved the initial experience by ensuring these actions were taken, either personally or by coordinating with a department manager:
Each hiring manager plays a crucial role to plan and conduct an effective orientation process for each new staff member.
Consider the differences between orientation and onboarding:
The new staff member’s first experiences could result in negative perceptions if their onboarding is left to chance:
Your actions can result in very positive impressions:
Generally, the hiring manager or supervisor handles these initial actions:
That’s just the beginning, though! Stay involved throughout your new employee’s first year by taking advantage of the resources and tools available to you. The online “Manager’s Guide to Onboarding” is a reference site with:
Local Human Resources staff support your onboarding efforts by:
“From my first day I felt proud to be part of my new department, and really glad I decided to come to Stanford.
It made me immediately respect and admire my new manager, who obviously put a lot of effort into making sure I had a good experience joining the team.”
Produced by Stanford University Human Resources, Learning & Organizational Effectiveness
Photos on slides 7 and 9 courtesy Javier Ruiz, ‘95