In Quebec, people often say that “the real job starts after the hire.” An effective onboarding program can't be thrown together at the last minute on Monday morning. It relies on practical tools, clear processes and, above all, well-defined responsibilities.
Here are the four pillars that make the difference between a new hire who feels thrown in at the deep end and a new employee who quickly becomes an asset to your company.
1. The welcome kit: your culture in a box
Forget the dusty 200-page binder of administrative policies. A good welcome kit should feel alive and make people want to be part of the team.
- What it includes: An overview of the company's vision, memorable stories, profiles of key colleagues and even a “survival FAQ” (where to eat, how the coffee machine works, the team's Slack conventions).
- The goal: Put a human face on the company from the very first minutes.
2. The 90-day game plan
The classic mistake is expecting the employee to be productive by day 2, at the expense of their training.
- The structure: A clear schedule with “protected” blocks of time for learning. Set specific milestones: what they should master at 30, 60 and 90 days.
- The benefit: It reduces the new hire's performance stress and ensures the technical basics are solid before shifting into higher gear.
3. The buddy system: structured mentoring
Support from a colleague is invaluable, but it shouldn't become a burden for that colleague.
- The framework: Officially appoint a buddy. Set aside time in their schedule to answer questions and support the new hire.
- Recognition: Acknowledge this mentoring role in the buddy's performance review. It's an investment in your company culture.
4. Check-ins: keep the lines of communication open
Don't wait for the employee to come to you with a problem. Reach out with scheduled touchpoints:
- 2 weeks: Are the tools working? Did the welcome go well?
- 1 month: Is the training meeting their needs? How are they finding the pace?
- 3 months: The end-of-probation review. Does the role match both parties' expectations?
Industrielle RH's advice: Onboarding is a team sport. The manager, HR and colleagues all have a role to play in turning a candidate into an engaged employee.
Support that goes beyond the résumé
At Industrielle RH, we know our work doesn't stop when the contract is signed. We stay involved during the first few months to make sure onboarding is a complete success, for both the employee and the employer.
Want to modernize your onboarding tools? Let's talk about how we can help structure your success.