Design an onboarding program that sets employees up for success
Onboarding is one of the most crucial aspects of Human Resources Management. First impressions are always important, and it is no different when it comes to a new employee's first impressions on their new employer, as it can have a big impact on his or her future performance. Indeed, employees' first days, weeks and months in their new company are key not only for their integration in the company, but also for them to feel motivated and achieve their maximum productivity as fast as possible.
Having a good onboarding program should result in higher employee engagement and employee retention. It should also help the company attract top performers. LinkedIn has a system in place to achieve just this.
Inform well the new employee before the first day
New employees want to know everything in advance before their first day: what clothes they should wear, what will their workplace look like, etc. This is why LinkedIn sends their new hires an interactive PDF document with all the details they want to know before their first day at the job. This makes new employees feel like they are already part of the team and it also reduces the stress that inevitably comes with taking on a new job in a new company.
Take special care of the new employees and make them feel at home on their first day
It is the onboarding team's responsibility to make new employees feel at home from the moment they enter the building. On Day 1, every employee receives all the tools they need for the job: their laptop, their badge, etc. Then they are informed about their benefits and perks - LinkedIn invests a lot of money on employee perks and benefits, so they have to understand what is available to them so that they can benefit from them. Finally, they get to know more about the details regarding their new job.
Let the new employee know more about your company culture
New employees need to know your company values, what you believe in as a company. To this end, LinkedIn sends their LinkedIn Culture Code to their new employees. They also encourage them to use the hashtag #LinkedInlife: this hashtag is meant to show a lot of what is going on on a daily basis at the LinkedIn offices. Employees should have some fun using it while also becoming brand ambassadors.
Run an executive Q&A session
LinkedIn also offer their new employees an "executive Q&A", where new employees can talk and ask questions to a member of the senior leadership, after he or she gives the new employees a brief presentation regarding a certain topic.
Introduce them to the "New Hire Onboarding Roadmap"
With its onboarding roadmap, LinkedIn clearly establishes what they expect from their new employees during their first 12 weeks and what their life at the company is going to be like during that time span. It gives them all the tools and information they need to execute this roadmap in its entirety. It is a tool to ensure the employees' first 12 weeks, when they need more support, are a success. It also makes the transition to the company easier.
Pair up your new employee with a "LinkedIn buddy"
LinkedIn managers are free to chose a LinkedIn buddy for their new hire to introduce the new hire to the team, and to also assist him or her in whatever they need or solve any doubts they might have regarding their job.
Continue creating a constructive onboarding experience that lasts for months, not just one day
It is imperative to train hiring managers so that they can continue integrating the new employees for months after their first day at the job. It is often a foregone conclusion that onboarding an employee takes only one day and after that he or she should start working right away. But this strategy will often lead to failure because they need to continue to be trained effectively. At LinkedIn, the onboarding process tends to last 6 months.