Insights & Resources

At the conclusion of a recent search, we helped a client develop an onboarding process for their new hire. We thought these key takeaways might be useful to you as well and wanted to share them. As you consider your next search, we would welcome the opportunity to partner with you. In the meantime, we hope these key elements of successful onboarding practices provide valuable insights as you develop or refine your own process.

1. Orientation and Training
 

• Provide Initial Insight: Orientation and training should be tailored to the hire's new role and include a deep dive into the business model, which may be complex. A "Company 101" class can be especially helpful.

 2. Mentorship and Support
 

• Assign a Mentor: Pair the hire with a mentor from the department, other than yourself, who can help guide that individual through the transition, answer questions, and offer support.
• Regular Check-ins: Schedule frequent check-ins early on to discuss progress and address any concerns.

 3. Integration into Teams
 

• Team Introductions: Introduce the hire to key team members and stakeholders to help them build relationships and understand team dynamics, ideally within the first month.
• Collaborative Projects: Involve the hire in collaborative projects early to support integration and clarify their role within the bigger picture.

4. Resources and Tools
 

• Access to Resources: Ensure the hire has access to all the necessary resources, including legal databases, corporate policies, and internal communication platforms.
• Technology Training: Provide training on any systems or software they will use so they become proficient and feel confident.

5. Clear Expectations and Goals
 

• Set Clear Goals: Define clear, achievable goals for the first few months to help the hire focus on key priorities and track their progress.
• Performance Metrics: Establish performance metrics and review them regularly to ensure expectations are being met and progress is on track.

6. Feedback and Development
 

• Constructive Feedback: Offer regular, constructive feedback to support growth and improvement.
• Professional Development: Encourage participation in professional development opportunities such as workshops, seminars, and continuing education.

7. Legal and Compliance
 

• Compliance Training: Ensure the hire is current with corporate compliance requirements and understands the legal framework of the organization..
• Policy Familiarization: Introduce the hire to corporate policies, procedures, and ethical guidelines.

As you may know, our commitment to clients and candidates extends well beyond the conclusion of a search. We remain in contact with you and the new hire—at the end of the first week, month, three months, six months, nine months, one year, eighteen months, and on each anniversary thereafter. This ongoing communication serves as another channel for the continuous feedback mentioned above. 

Even if you're already familiar with our process, please feel free to reach out if you'd have any questions about how we support onboarding at the conclusion of a search.