A 7-Step Onboarding Process For New Employees On A Tight Timeframe

The Ultimate Onboarding Process For New Employees: A 7-Step Guide

When employees start a new job, they’ll usually spend the first few days idle. It can be disorienting, and they may wonder why they were hired if there’s nothing to do. That’s not always the case though. Some organizations need to fill the gap quickly, so new team members will find work waiting when they arrive. They may even be assigned tasks before reporting to the office. In such cases, onboarding has to happen fast. You need them to hit the ground running, so the sooner your new hires assimilate, the better. Here’s a step-by-step look at the expedited onboarding process for new employees on a tight timeframe.

eBook Release: From New Recruits To Rising Stars: Using Employee Onboarding Software To Help New Talent Reach Their Full Potential
eBook Release
From New Recruits To Rising Stars: Using Employee Onboarding Software To Help New Talent Reach Their Full Potential
Discover how to choose the ideal new hire training software and identify your rising stars!

Step 1: Be Realistic

Yes, you want online training completed fast. But if you rush through it, your corporate learners will be so stressed and frazzled they won’t grasp anything. And thanks to the pressure, they’ll retain even less. They’re already in unfamiliar surroundings, dealing with new-job nerves. Drill-sergeant-structured orientation isn’t doing them any favors. Also, quick online training courses may lack the depth to be useful. Set a reasonable time-frame that’s spread out enough to facilitate absorption and integration. It’s best to give them the objectives and goals, then let them set their own schedules.

Step 2: Assess Gaps

The onboarding process for new employees on a tight timeline has little room for generalities. Instead, you need to focus on the gaps so that you can give new hires the targeted training they require. Conduct assessments and surveys to determine personal areas for improvement and customize their onboarding paths. They can still cover more general topics later on when there’s more time to train and they’ve overcome first-day challenges.

Step 3: Outline

By listing everything you want your corporate learners to master, you can edit. Having it all in front of you, as a storyboard or table of contents, is a useful culling tool. You can weigh each topic individually and see if it really needs to be in the onboarding process for new employees. Knowing you’re on a time crunch, you could shift some subjects to advanced training. You may realize your ‘urgent’ skill isn’t that time-barred after all. The layout will also help you structure the online training course better. At a glance, you can decide what can be condensed and what needs extra time allotted.

Step 4: Summarize

This isn’t about making lessons shorter, though that matters too in an onboarding process for new employees. This is more about creating overviews of online training topics. Use a timeline, infographic, or slide deck to list key areas in every topic. This gives your corporate learners top-level exposure. They get a dollop of online training content. The idea is to keep things light and casual. Use memorable icons, images, and metaphors. It’s not about memorizing data. It’s about offering a teaser, so when they explore the topic in-depth, it will at least feel familiar. These summaries are also ideal for refreshers and mnemonics.

Step 5: Mix Your Media

Ordinarily, hearing something is quicker than reading it. You could complete an audio book in eight hours. It could take you a week to read the same text. However, textual learners may drift off while listening to chapters, so they’d rather read for themselves. Similarly, audio clips can save time, but this could be at the expense of comprehension. Offer your online training content in multiple media. Your study base is text interspersed with graphics but avails the same lesson as video or audio. It doesn’t have to be the entire lesson. You could use videos for practical demos, or record audio of text blocks. This way, they can listen while they work.

Step 6: Broaden Your JIT Library

Knowing they don’t have the luxury to stop and study, offer online training resources to your new hires. They’ll be thrown in at the deep end. So pretty early in their new job, they’ll face something they don’t know how to do. Help them out. Offer lots of little how-to’s they can call up. Make this JIT library easy to search. They need to find the right module with minimal effort. The scope of your online training library should be comprehensive. Include basic skills, like how to log in or create an invoice. Complex tasks too, like how to write a funding request. And more practical ones, like reconciling work expenses, filling out reimbursement forms, or parallel parking the office truck.

Step 7: Follow-Up And Feedback

A crucial component of the onboarding process for new employees is offering personalized feedback to help them improve. As well as follow-up online training resources they can use to continue broadening their skills and knowledge. You can even assign them a more experienced peer coach or mentor who can help them stay on track and provide one-on-one guidance. You may be pressed for time, but there should always be room in the onboarding schedule for ongoing support.

We all agree online training saves time. But certain jobs are so intensive and immediate that there’s no time to pause for training. You have to dive right in. And yet working untrained can lead to costly mistakes. So how can you onboard new hires when there’s literally no time to do it? Be realistic – your online training courses should be brief but beneficial. Too much rushing will dilute them below the threshold of reasonable efficacy. Make an outline, then create a functional summary of each topic. Offer online training content in multiple media for speed, ease, and convenience. Finally, make the course mobile, so they can study during their two-minute pockets of downtime, no matter where they are.

How can you make sure that an onboarding software includes all the must-have features, needed for your in-house and remote employees? How can you use onboarding software to figure out which fresh recruits are going to advance up the corporate ladder? Get our eBook From New Recruits To Rising Stars: Using Employee Onboarding Software To Help New Talent Reach Their Full Potential to learn how employee onboarding software can help your new recruits reach their full potential. It also features tips on how to train employees with special needs and how to overcome the most common accessibility issues. You’ll even discover some ROI-boosting secrets that SMBs can use to onboard without going over budget.

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