The onboarding process is about people, for the people, the heart and body from each company, and aside from what people believe, this is not an exclusive responsibility from HR, given in the induction process usually converges the following:
- HR: To deal with the legal aspects concerning the hiring and the emotional/human aspects of this process.
- The Head of an area or Manager: This is the person in charge of the team where the new employee will enter and who must become the central guidance for this new employee.
The profiles involved usually have a series of meetings before and after the candidate joins the company, and even an additional one, sometime after the new employee has landed, including this person, where the Heads of each area, together with HR:a) Before:
Make an inventory of the tasks that need to be ready for the day of incorporation (contract, administrative documentation, laptop, other devices, licenses, roadmap, checklist, etc.)b) After:
a final meeting after the new person entered the company, as a retrospective to identify all the possible improvements to incorporate into the next onboarding process.c) Follow-Up:
periodically, the same onboarding team meets with the new teammate to check on his evolution and adjustment.
No two people are the same, and therefore no two onboarding processes are the same. We base this process on the Deming Cycle (PDSA -below-), which allows us to adjust the process after each incorporation.