Pay transparency laws are popping up in states and cities throughout the U.S., forcing employers to take a look at their job listings. Find out what you need to know about pay transparency, including what it means and aims to achieve, how to comply with applicable laws, and the tools built into ApplicantStack that support these needs.
What is Pay Transparency?
Pay transparency is a term referring to the disclosure of compensation standards for employees. It may refer to information being shared internally, as well as externally. In recruiting discussions, the concept often comes up when talking about whether salary ranges should be included in listings. But overall, transparency in compensation is a spectrum, so employers often choose just how open they are with what employees can expect in terms of pay.
Pay Transparency vs. Pay Equity
In conversations around pay transparency, the concept of pay equity may come up. The two differ, as pay equity is the concept that those performing equal work deserve equal pay, regardless of the age, gender (or gender identity), race or religion of the individual in the role.
The Equal Pay Act, which went into effect in 1963, legislated the concept of pay equity, yet organizations may still pay different wages for individuals. Pay transparency can serve as a mitigator to unfair compensation practices, as employees have a better idea of what they can expect to be paid in a specific role.
Pay Transparency Laws
In some areas, pay transparency laws are in effect, requiring eligible organizations to disclose how much an employee will be paid in a specific role. Some states have laws requiring the provision of pay ranges for every position posted, while others require pay ranges to be furnished upon request or by a specific point in the interview process.
Although no federal law is currently in place, multiple states have laws focused on pay transparency.
Alabama: An employer may not refuse to interview, promote or hire/employ an applicant based on the individual not providing pay history.
California: Private and public employers may not seek candidate pay history, and employers with 15+ employees must include pay ranges in all job postings.
Colorado: Employers may not seek candidate pay history or use past information to determine wages. Employers must disclose salary or hourly compensation (or a range) and a general description of benefits and other compensation in all job postings.
Connecticut: Employers may not seek candidate pay history and must disclose the pay range for a position upon applicant request or when an offer is extended to an applicant. For internal employees, employers must provide pay ranges upon request or when a change in position occurs.
Delaware: Employers may not seek candidate pay history, although they may confirm the information after extending an offer.
District of Columbia: Government agencies may not seek candidate pay history.
Georgia: City agencies in Atlanta may not seek candidate salary history on an employment application.
Hawaii: Employers may not seek candidate pay history and employers must provide the hourly rate or salary range for advertised positions.
Illinois: Employers may not seek candidate pay history, although they may discuss expectations. Employers with 15+ employees must include pay ranges in all job postings. In Chicago, city departments may not request salary history.
Kentucky: In Louisville, city agencies may not request salary history. No statewide law is in effect.
Louisiana: In New Orleans, city employers may not request salary history or screen applicants based on prior or current pay, benefits or other compensation. No statewide law is in effect.
Maine: Employers may not seek candidate pay history until an offer has been extended.
Maryland: Employers may not seek candidate pay history but can confirm this information voluntarily provided by an applicant after extending an offer. All employers must also provide a pay range to an applicant. Montgomery County further restricts the county government from relying on salary history as a factor in hiring or establishing the pay rate for an applicant.
Massachusetts: Employers may not seek candidate pay history but may confirm the information after an offer has been extended or the applicant provides it voluntarily.
Michigan: State departments may not seek pay history until a conditional offer has been extended.
Mississippi: In Jackson, city agencies may not seek candidate pay history. No statewide law is in effect.
Missouri: In St. Louis, city departments may not seek candidate pay history. In Kansas City, employers with six or more employees may not ask for or rely on salary history when offering employment or determining salary, benefits or other compensation. No statewide law is in effect.
Nevada: Employers may not seek candidate pay history and employers must provide the hourly rate or salary range for advertised positions. They must also provide the pay range for those eligible for promotion or transfer within the organization.
New Jersey: Employers cannot screen applicants based on pay history. In Jersey City, employers with five or more employees must disclose the salary or hourly range and benefits for all job listings and promotion and transfer opportunities.
New York: Employers may not seek candidate pay history, and employers with four or more employees must provide the hourly rate or salary range for advertised positions. Specific counties and cities have additional stipulations in place around these laws.
North Carolina: State agencies may not seek candidate pay history.
Ohio: Employers with 15+ employees in the cities of Cincinnati, Columbus and Toledo may not seek candidate pay history. Those in Cincinnati and Toledo must also share the pay scale for all open positions.
Oregon: Employers may not seek candidate pay history until an offer has been extended.
Pennsylvania: Employers may not seek candidate pay history at any stage during the hiring process. All postings must also clearly disclose pay scale and range.
Rhode Island: Employers may not seek candidate pay history or rely on this information when considering making an offer or determining pay. Employers must provide the pay rate or range to an applicant upon request, as well as to an employee upon request throughout their employment.
South Carolina: In Columbia and Richland County, city and county agencies may not seek candidate pay history. No statewide law is in effect.
Utah: City agencies in Salt Lake City may not seek candidate pay history. No statewide law is in effect.
Vermont: Employers may not seek candidate pay history.
Virginia: State agencies may not seek candidate pay history.
Washington: Employers may not seek candidate pay history. Employers with 15+ employees must disclose the salary range or wage scale and a general description of all other compensation and benefits in every job posting.
The states not on this list do not currently have pay transparency laws in place.
The Benefits of Embracing Pay Transparency
Jobseekers are often looking for transparency to avoid wasting their time applying for positions that don’t align with their financial expectations or needs. Additionally, companies can protect themselves and support their team members by demonstrating a commitment to fair pay practices in all positions. Building trust is another advantage, as an employee is more likely to feel like they can trust an employer with honest and open practices around compensation.
According to an article recently published by SHRM, pay transparency may play a role in reducing employee turnover. The article outlined research performed by Payscale, a compensation software firm based out of Seattle, Washington. This information indicated that the intent to quit declines by 30 percent among employees working for companies that offer pay transparency. Open communication around pay and the potential for growth are essential in demonstrating a forward-thinking and supportive atmosphere, making your company one that jobseekers want to work for.
Using ApplicantStack to Ensure Transparency in Open Positions
With the right hiring and onboarding software, maintaining compliance with pay transparency regulations is easier. ApplicantStack is an excellent tool for businesses of all sizes, offering integrations with top job boards. You can even use the Indeed integration to review salary ranges for similar positions and incorporate pay data into your listing templates. Hire faster and better while building trust and transparency as an employer.
With Thanksgiving coming up, you may be thinking about what you’re thankful for and how those things impact your life. But as a small business owner, it’s worth considering your recruiting process and how it impacts the organization’s ability to grow and succeed. In this article, we’re outlining the benefits of improving how you bring on new hires and why those are worth giving thanks for this holiday season.
Understanding the Onboarding Process
Onboarding is a term that includes all the tasks associated with bringing a new onboard into your organization. It begins when someone accepts an offer, and you start planning for their arrival on the team. Examples of onboarding activities include new-hire orientation, training, support from a mentor, and even a tour of the office or workspace.
Orientation is an important aspect of a new hire’s first day, but it differs from onboarding. When you think about orienting someone to a new role, your mind might imagine stacks of paperwork and an introduction to the company mission and values.
But onboarding goes a step further than orientation, as its purpose is to help a new employee feel comfortable and confident in their new role. This comprehensive process can take up to a year to fully complete, and it should involve many people throughout the company.
Every new hire goes through some type of onboarding process but a more robust experience can have a significant positive impact on retention and satisfaction. Gallup data shows that only 12 percent of employees felt good about their onboarding experience.
Additionally, those in that group were three times more likely to report that they have the best possible job. Less than a third of new hires surveyed felt supported and prepared to excel in a new role. These statistics indicate plenty of room for improvement.
5 Reasons to Give Thanks for Better Onboarding
Now, let’s dive into some of the reasons to give thanks for improved onboarding.
Positive employee experience
In today’s economy, it’s more important than ever to provide a positive experience for your employees. People have more options when it comes to finding work, especially in positions and industries that require fewer skills. Make sure your new hires feel supported and excited about their future with your organization by investing in a positive onboarding process.
Improved engagement
Engagement is one of the most essential aspects of managing a workforce. Engaged employees work harder, are more productive, and contribute significantly to the success of a business. But unfortunately, only 33 percent of American employees report being engaged, and 16 percent report being actively disengaged.
A new hire’s first experience with how your organization engages with them occurs during the recruiting and hiring process. But onboarding also plays a role in the overall experience, which has a direct correlation to engagement.
Enhanced retention
Retaining top talent can be a real challenge but onboarding may be the secret sauce your company is currently not using. Nearly 70 percent of employees are more likely to stick around with an organization if they had a great onboarding experience. When you compare that stat with the overall cost of bringing on a new hire, you can see just how important onboarding is in retention efforts.
Increased productivity
A successful onboarding process can reduce the learning curve for new hires, helping them to feel more confident in their roles. As a result, they can get up and running faster, which means they’re more productive. Great onboarding can also minimize how long it takes to become proficient with different tasks and responsibilities.
Supportive company culture
Regardless of the size of your business, you should recognize the value of building a supportive and positive culture. And employees need to understand the culture and what to expect from the moment they consider working for your organization.
Providing a positive and consistent onboarding process for every new hire goes hand-in-hand with the culture you want to build and cultivate. By contrast, high turnover rates contribute to a toxic culture, making it difficult to get good people to stick around.
ApplicantStack Can Take Your Efforts to the Next Level
Are you already giving thanks for these benefits of better onboarding? Or, could your company’s process still use some work? With ApplicantStack, a powerful hiring and onboarding solution built for small business, you can maximize your efforts without overspending.
This budget-friendly platform is ideal for creating consistency and providing support to new hires being brought on board. Learn more by taking a brief video-based tour.
As a small business owner, building your team probably took a lot of time and effort. Hiring the right people is vital to the growth and success of your organization, so the last thing you want to worry about is high turnover. Since employee retention rates are linked to overall satisfaction at work, it makes sense that stronger, more cohesive teams tend to have employees who stick around. Explore our seven team-building tips for small business owners, along with the benefits of building stronger teams.
The Importance of Building Strong Teams
Team-building efforts can go a long way toward creating supportive and effective teams. Some of the activities involved in building your team can boost critical functions, including collaboration, communication, productivity, and morale. Additionally, when the people on your team feel like they can trust one another, they often feel more comfortable sharing ideas and making decisions together.
6 Benefits of Stronger Teams
In addition to the benefits outlined above, team-building efforts can deliver the following advantages:
Improved collaboration
Opportunities to learn and build new skills
Enhanced workplace happiness
Reinforced loyalty and commitment to the team
Improved decision-making efforts
Better talent retention
7 Team Building Tips for Any Small Business Owner
Now that you understand the importance of a stronger team, use these seven tips to build up your workforce and reap the benefits.
Consider unique options
Most people working in the corporate world have participated in at least one team-building activity, and they may not look upon it with great fondness. Instead of opting for the same team-building activity that everyone has already done before, try something different.
Sign up for a group fitness class and grab smoothies afterward to chat. Take a tour of a local museum and share insights into what you saw. Thinking outside the box can create a more engaging experience for everyone involved.
Emphasize the interests and strengths of the team
As you consider what activities to offer to build teams, think about what each member is good at and plan accordingly. Indeed data reports that 98 percent of workers perform better when feeling confident, so give them the chance to succeed by playing to their strengths.
If you’re not sure where people thrive, take the time to get to know them and their unique abilities. Assign tasks based on stronger skills and provide coaching and development opportunities in areas where team members may feel they struggle. These efforts will pay off significantly in the long run, making them worthwhile investments into employee retention.
Be a better leader
When you want your team to collaborate and work together as a strong, unified unit, you have to lead by example. If the workforce sees you pitching in when needed or giving feedback on a project, they’re more likely to follow suit. By contrast, if you aren’t leading by acting the way you want employees to act, you may encounter struggles or even experience higher turnover rates.
Address conflicts head-on
Of course, not all teams will function smoothly at all times. Conflicts happen – they’re par for the course when dealing with differing opinions and roles. Do your best to address these issues head-on, rather than waiting for them to fester and become worse.
Scheduling regular team-building activities can strengthen bonds and encourage members to share their feedback in a more positive and constructive way. Keeping up with the needs of every member of the team can also make a big difference, particularly if you can encourage collaboration between individuals who you feel will work well together.
Ask for feedback
No one wants to feel ignored at work (or anywhere else). Make sure your employees know you’re open to their feedback, and ask for it regularly when considering how to improve morale and boost the strength of teams. When people are willing to speak up, acknowledge their comments and speak to how you plan to address their opinions. If you’re having trouble getting feedback, consider implementing anonymous surveys so team members can speak their minds freely without fear of pushback.
Incorporate opportunities for professional development
When you have individuals on your team who aim to climb the corporate ladder, opportunities for professional development are always appealing. After all, these workers tend to look for ways to get ahead and learn new things. By investing in regular development for your teams, you can demonstrate support while building cohesion. Plus, employees get access to the tools they need to succeed, which benefits the entire organization.
Implement continuous opportunities to work together
Team building isn’t a one-and-done situation. Rather, it’s an ongoing process that requires constant check-ins. Look for ways to encourage teams to work together, both in and out of the office. If you don’t feel like things are going well, be open to change. Try new activities and offer opportunities for members of your workforce to collaborate and build trust.
These tips can help you build a foundation for ongoing team-building efforts within your organization. You may find that employee retention rates go up as people feel supported, valued, and needed within the company. Taking advantage of all the tools at your disposal is also valuable.
Bringing a new hire onboard? It’s an exciting time, although it can also create a lot of extra work for all involved. Communication is one of the keys to ensuring a smooth and consistent process, and that often includes some digital messaging. Check out our guide to welcome emails for new hires with helpful templates you can incorporate into your own process.
What is a New Hire Welcome Email?
A new hire welcome email is a digital communication that prepares a new employee for their first day at work and future responsibilities. It serves as a virtual handshake, ensuring that a new hire feels welcome and excited about their new role. This message can also reduce some of the first-day jitters that often come with starting a new job.
The Purpose of a Welcome Email for a New Employee
A new hire welcome email can serve multiple purposes. In most cases, it exists to provide important information to a newcomer to the team, such as logistics around the first day of work and what to expect. A welcome email for a new employee can also support the onboarding process, maintaining a consistent line of communication.
It will set the tone for the overall experience of the new hire and may include introductions to team members and others who will be involved with the employee. Additionally, your welcome email can let others in the company know that the new person will be starting, their role, and expectations.
What to Include in a Welcome Email
Make sure your email includes the following items:
Position title and department
Start date
Shift times or working hours (if applicable)
Schedule for first day or week
Contact details for manager, HR rep, other relevant team members
Information about physical location, like parking space, what to wear/bring, etc. (if applicable)
9 Employee Welcome Email Templates
Need some inspiration? Here are nine templates to use for different situations, including remote vs. in-person new hires, casual vs. buttoned-up cultures, etc.
Welcome to the team template (in-person)
Dear team,
I’m excited to announce that [new hire’s name] will be joining our department as [title]. [Name] will start with us in the office on [first day] and report to [supervisor name]. [His/her] workstation will be located [outline location], so please stop by and say hi during the first week.
In this role, [name] will handle [list responsibilities]. This individual joins us with [number of years] of experience in our industry, including several years with [name of last company]. Please extend a heartfelt welcome to [name] in this new role and help [him/her] feel like part of the team!
Thank you, [Your name]
Welcome to the team template (remote)
Dear team,
I’m excited to announce that [new hire’s name] will be joining our department as [title]. [Name] will start with us on [first day] and report to [supervisor name]. As a fully remote employee, [name] will be online during our normal business hours: [list hours and time zone].
In this role, [name] will handle [list responsibilities]. This individual joins us with [number of years] of experience in our industry, including several years with [name of last company]. Please send a quick note to extend a heartfelt welcome to [name] in this new role and help [him/her] feel like part of the team!
Thank you, [Your name]
Introducing new hire to organization (in-person)
Hi everyone,
We’re pleased to announce the recent hiring of [new hire’s name], who will be joining our [department name] department as a [job title]. [Name]’s first day will be [date], and [he/she] will be working in the office alongside many members of the team.
Please take a few moments to stop by [his/her] workstation, located [outline location] to introduce yourself and welcome [him/her] to our organization. We look forward to continuing our success as a team.
Sincerely, [Your name]
Introducing new hire to organization (remote)
Hi everyone,
We’re pleased to announce the recent hiring of [new hire’s name], who will be joining our [department name] department as a [job title]. [Name]’s first day will be [date], and [he/she] will be working remotely in the [time zone] time zone.
Please take a few moments to send a quick message to introduce yourself and welcome [him/her] to our organization. We look forward to continuing our success as a team.
Sincerely, [Your name]
Background spotlight template
Hi team,
Let’s welcome our newest member: [new hire name]
[photo of new hire]
[Name] has worked in [industry] for [number of years] years and brings extensive knowledge to [his/her] role. [He/she] will be responsible for [list responsibilities] as part of our [dept. name] department.
[Name] also enjoys [input hobbies/interests]. We look forward to welcoming [him/her] to [company name] and hope you’ll join us in sending a quick message or stopping by [his/her] workstation to say hello.
Thank you, [Your name]
First day logistics email template (in person)
Hello [new hire name],
We’re looking forward to your first day with [company name] and hope you are too! We’re confident you’ll be an excellent asset to the team and want to help you feel settled and ready to get started.
As discussed, your first day of work will be [date]. Please arrive to the office by [time], where [HR rep or manager name] will be available to greet you. Our office dress code is [outline dress code].
Upon arrival, check in with the receptionist and let her know you’re here to see [HR rep or manager name]. You’ll meet with [fill in first contact here] and get your [badge/key/card/etc.] [First contact name] will also show you around the office and introduce you to some of your team members.
We’ll have lunch together as a team, so plan to take some time on your first day to enjoy that. Feel free to contact me at [email address/phone number] with any questions. We look forward to seeing you on [date of first day].
Sincerely, [Your name]
First day logistics email template (remote)
Hello [new hire name],
We’re looking forward to your first day with [company name] and hope you are too! We’re confident you’ll be an excellent asset to the team and want to help you feel settled and ready to get started.
As discussed, your first day of work will be [date]. Please arrive to the office by [time], where [HR rep or manager name] will be available to greet you. Our office dress code is [outline dress code].
Upon arrival, check in with the receptionist and let her know you’re here to see [HR rep or manager name]. You’ll meet with [fill in first contact here] and get your [badge/key/card/etc.] [First contact name] will also show you around the office and introduce you to some of your team members.
We’ll have lunch together as a team, so plan to take some time on your first day to enjoy that. Feel free to contact me at [email address/phone number] with any questions. We look forward to seeing you on [date of first day].
Sincerely, [Your name]
First day agenda template (in person)
Dear [new hire name],
On behalf of [company name], I’d like to welcome you to the team! We look forward to the knowledge and expertise you will bring to the role.
As we discussed, your first day will be [date]. Please review the following agenda so you know what to expect on your first day of work.
On [date], please report to [office location] and check in with the receptionist. You’ll meet with [fill in first contact here] and get your [badge/key/card/etc.]
[First contact name] will also show you around the office and introduce you to some of your team members. Following this introduction, you can plan on the following schedule:
[Event 1: Date, time, location, description]
[Event 2: Date, time, location, description]
[Event 3: Date, time, location, description]
[Event 4: Date, time, location, description]
We understand that starting a new job can feel overwhelming, so we’re doing everything we can to help alleviate your stress and prepare you for what to expect. Please don’t hesitate to reach out if you have any questions. We look forward to seeing you on [date].
Sincerely,
[Your name]
First day agenda template (remote)
Dear [new hire name],
On behalf of [company name], I’d like to welcome you to the team! We look forward to the knowledge and expertise you will bring to the role.
As we discussed, your first day will be [date]. Please review the following agenda so you know what to expect on your first day of work.
On [date], please sign into [communication tool]. You’ll virtually meet with [first contact name] to get settled and up to speed on the plan for the day. You can also sign into your email account using the credentials provided to view your schedule.
[First contact name] will introduce you to some of your team members. Following this introduction, you can plan on the following schedule:
[Event 1: Date, time, location, description]
[Event 2: Date, time, location, description]
[Event 3: Date, time, location, description]
[Event 4: Date, time, location, description]
We understand that starting a new job can feel overwhelming, so we’re doing everything we can to help alleviate your stress and prepare you for what to expect. Please don’t hesitate to reach out if you have any questions. We look forward to interacting with you online on [date].
Sincerely, [Your name]
Feel free to use these templates as you draft initial emails for new hires. Maintaining consistent and helpful communication is one of the best tools in the onboarding process.
You can also take advantage of the onboarding features built into ApplicantStack, an all-in-one recruiting platform that’s built for small businesses. With helpful templates, tools to text and email candidates, and other powerful features, this solution is perfect for any organization that needs to fill open roles.
Working in the healthcare field comes with many fulfilling aspects, including the ability to help others recover from physical challenges and conditions. But when you’re responsible for recruiting in healthcare, you know just how many challenges can come with this role. Explore our comprehensive guide to healthcare hiring, including tips to ramp up your efforts.
An Overview of the Healthcare Industry
The healthcare industry encompasses various organizations, services and professionals who focus on improving and maintaining the health of people. Examples of physical locations that offer healthcare services include hospitals, medical and dental clinics, outpatient and inpatient care facilities, and assisted living facilities. Health insurance providers, biotechnology firms, pharmaceutical companies, and research facilities also fall under the industry umbrella.
Healthcare Hiring Challenges
Since this sector plays such a vital role in society, addressing the needs of individuals who have suffered injuries or are dealing with ongoing conditions, staffing all roles is important. But oftentimes, positions go unfilled. Some healthcare organizations have high turnover, while others are growing faster than recruiting efforts can support.
Another factor that makes healthcare hiring more difficult is the fact that most roles must be filled by skilled and trained professionals. Many positions require specialized education, and those working in the field must comply with strict licensing requirements and regulatory standards. Some areas are also facing a shortage of skilled and qualified workers, making it more challenging to fill roles.
Small facilities may have trouble with staffing, as they likely don’t have the resources to compete in the healthcare hiring market. Additionally, an aging population requires more care, which increases the demand for healthcare services. Some professionals feel burned out, causing them to leave the industry altogether.
Five Tips for Faster Healthcare Recruiting
With the challenges outlined above (and then some), healthcare recruiting can become difficult. But these tips can help you boost your efforts and get the right talent in the door.
Use social recruiting
Social media sites are an untapped resource for recruiting, particularly in the healthcare field. Taking advantage of this often-free resource can help your organization attract top talent and build its branding.
Shorten the time to fill
We covered the importance of tracking and improving the time to fill in recruiting on our blog, and it certainly applies in the healthcare field. Since people may be applying to multiple roles at the same time, speeding up the process could secure your top choice. By contrast, a slower process could push top talent to accept roles elsewhere.
Create opportunities for newcomers to the field
As mentioned, many healthcare roles require specialized skills and training. But limiting open positions to qualified applicants could make them harder to fill. Look for opportunities to provide in-house training and mentorship programs to support newcomers or those who are just starting to build their skills.
Build a talent pool
Creating a pool of talented individuals can help your company hire faster. Even if you’re not actively recruiting, provide a way for skilled individuals to submit their resumes to have on hand should a role open up that aligns with their experience.
Improve employer branding and culture
Your employer branding plays a role in whether jobseekers want to work for the company. Take time to establish a consistent and supportive culture and communicate the values through all recruiting channels.
The Best Hiring Tools for Healthcare Hiring
Finding the right tools for your healthcare organization is vital in the success of your hiring efforts. ApplicantStack is a powerful recruiting solution designed with the needs of healthcare providers in mind. It’s built for small-business budgets yet includes the features needed to find, recruit, and onboard top talent.
CHAS Health, a nonprofit system of 12 community clinics, relies on ApplicantStack to fill its open position.
ApplicantStack has also been a lifesaver for Heartwarming Care, an independently owned in-home care provider located in the Tacoma area.
Bringing a new hire onboard is an exciting time for any organization, but it can also come with some stress. Knowing how to onboard an employee effectively is a must, and this guide to onboarding planning ensures a more effective and efficient process.
What is Onboarding?
Onboarding refers to the process of bringing a new staff member into a role within an organization. It often includes a variety of steps that begin when an individual accepts a job offer with your business. Part of the onboarding process includes collecting vital information, often through the completion of required forms and documents. But that’s not all onboarding involves, and failing to see the big picture can increase your company’s risk of high turnover and poor retention rates.
What is Onboarding Planning?
Onboarding planning involves creating a detailed plan for how the process will look every time you bring on a new hire. While some of the steps in the process will remain the same across all departments and roles, others may need to change to accommodate different responsibilities and needs.
4 Steps to Develop an Onboarding Plan
Follow these steps to engage in onboarding planning in a way that will benefit your organization and workforce.
Know your employee onboarding goal
The first step is identifying at least one goal of the onboarding process. This often includes what a new hire should be able to accomplish by a set date. In order to achieve that goal, what needs to happen? Maybe the employee needs specific training or education, or perhaps they need to do certain tasks to become more familiar with them. With a goal in mind, it becomes easier to establish an onboarding process that includes the steps needed to achieve it.
Create your onboarding training team
Another vital aspect of onboarding planning is deciding who will take part in each step. Who is helping throughout the process? In most cases, the employee’s supervisor will take an active role in bringing them onboard and up to speed on their tasks and responsibilities. But you may also have others involved, such as those working in human resources and IT. Make sure you know who is part of the onboarding team and keep them informed as to their role.
Invest in the right tools
Invest in the tools needed to manage the onboarding process more effectively. A simple option is to create a checklist with all the tasks that need to happen before the employee begins working on their own. You could also use a timeline that emphasizes when each step will be completed and what the new hire can expect.
Technology tools are also vital in ensuring a consistent and highly efficient process. The days of filling out forms by hand are long gone, and it’s time for every organization to say goodbye to this manual and hand-cramping process. Choose an HR system that includes vital documentation with electronic completion capabilities. You can also look for onboarding tools available within your hiring platform, or an all-in-one solution that keeps all data in a single place.
Map your onboarding steps
Map out the steps of the onboarding process to ensure that everyone in the organization is on the same page. You can also provide a copy of the timeline or checklist to your new hire to keep them apprised of what to expect during their first few weeks or months on the job.
Understanding the Stages of Onboarding
We cover the stages of onboarding in detail on our blog, but here’s a brief overview of what each time period should include:
During the hiring process: Collect personal and contact information from the new hire to make follow-up communication easier.
During the offer stage: When making an offer, stay in contact with the individual and answer any questions they may have.
1-2 weeks before new hire’s first day: Before they come onboard, send a welcome message and any new hire paperwork they can complete prior to starting.
Day before first day: Provide details around their first-day schedule, work location, and expectations so they know where to go and what to bring.
On the first day: On day one, make sure to greet the new hire and show them around (if in person), as well as provide all necessary tech tools to do their job.
During employee’s first week: Throughout the first week, a new hire should have someone they can count on to answer their questions and provide assistance. This may be their supervisor or a co-worker.
During first three months: Over the first 90 days, assign the employee small tasks to build their confidence and skills, set aside time for regular check-ins, and request feedback on the process.
Onboarding FAQ
If you have questions about onboarding planning and the process of bringing on new hires, we may have an answer for you below.
How long should the onboarding process take?
The timeline for onboarding often depends on the role and experience level of the new hire. But for most positions, it should last for at least a few weeks. You can also review our blog post that covers this question in more detail.
An onboarding checklist is a document used to track the process and ensure that no steps are overlooked. You can review templates and examples to build your own that aligns with the needs of your employees.
With ApplicantStack, onboarding planning doesn’t have to take a lot of time or effort. With onboarding tools built right into the platform, clients can easily find and bring on top talent. Learn more or try it for free today!
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