Five ways to induct a new hire
Induction and assimilation of a new hire in the organisation is important for both the individual and the organisation. It is important to make the new hire feel settled, at the same time giving the person clarity about the role, organisation culture and expectations. Rica Bhattacharyya finds out from HR experts on ways to induct a new hire and help the person create their game-plan.
The first information that a new hire forms about an organisation may go a long way. Hence choose the first seven people they meet, says Sudhir Dhar, director-HR & admin at Motilal Oswal Financial Services. A new hire wants to understand the reality and who are going to be the key stakeholders. Knowing them and listening to them, helps the person understand the background before creating any agenda. As per research, the first seven people that you interact with in a new organisation leads you to form an impression about the organisation. “So it’s vital that you identify them correctly,” says Dhar.
The new hire should be given a complete understanding of the job role. “After a month of pre-joining engagement, the new hires are welcomed with pre-arranged infrastructure, well-structured induction programme, pre-planned stints and technological interventions that give them a holistic understanding of their job roles,” says Deodutta Kurane, group president-human capital management at YES Bank. “These experiential learning opportunities help us maintain high engagement levels with our millennials and ensure that they are future-ready to take the organisation to the next level,” he says.
Inform about KRAs
Each new hire is keen to know what is going to be their deliverable/s and the earlier it’s communicated, the better. “It’s not about getting the person into action immediately, but about setting the correct expectations with them,” says Dhar. It gives them a clear path to focus on as they start a new journey. “In our organisation, we ensure that every new joinee’s goal-sheets are finalised and uploaded on the system within 15 days of their joining,” he says.
Know the culture
Fitting into the organisation culture will result in long-term engagement for the new hire. Thus it’s important that this assimilation begins on Day 1 itself, says Dhar. The success for a new hire comes when he understands and adapts himself/herself to it.
Several companies these days have a digital on-boarding mechanism in place. For instance, YES Bank deploys bots for on-boarding. “We deploy bots that proactively reach out to new hires for their on-boarding and provide a fully-digitised experience as a precursor to the bank’s focus on being a technology company in the business of banking,” says Kurane.