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7 Key HR Lessons SME Businesses Can Learn From Corporates

    On Boarding

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    Onboarding refers to the process of welcoming and introducing new employees into the organisation. Its primary goal is to make the new employee feel at ease. It also makes sure that the employee gets all necessary documents, resources and training required for him or her to function well in the organisation.

    Onboarding sets the tone for a new employee’s experience and expectations in the organisation.

    Therefore, it is crucial for organisations to prioritize and carefully plan the onboarding process.

    Candidate Onboarding

    Candidate onboarding is an essential part of the HR process that involves welcoming and integrating new employees into an organisation.

    The onboarding process typically begins after a candidate accepts a job offer and may last anywhere from a few weeks to several months.

    During this time, candidates are introduced to the company culture and values, receive training on their job responsibilities, and learn about the benefits and policies of their new workplace. Effective onboarding programs can help new hires feel more comfortable and prepared in their roles, leading to higher levels of employee engagement and retention.

    Some common components of a successful onboarding program include orientation sessions, job-specific training, mentorship or coaching programs, introductions to key team members, and opportunities for socialization with colleagues.

    By investing in a robust onboarding process, organisations can set their employees up for long-term success and create a positive work environment that fosters productivity and growth.

    ​​​​​​​List of Documents for Onboarding An Employee

    When onboarding a new employee, several documents must be completed and collected. Here is a list of documents that are typically required during the employee onboarding process:
    1. Personal information form – This document collects important personal details such as name, address, emergency contact, etc.
    2. Employment contract – This outlines terms and conditions of employment including job title, pay rate, start date, benefits eligibility and other details related to the role.
    3. Tax forms
    4. Direct deposit authorization form – If the organisation has a direct deposit program in place for payroll, this form enables an employee to set up automatic deposits of their paychecks into their bank account.
    5. Employee handbook acknowledgement form – This document confirms that the new hire has received a copy of the employee handbook and understands the company policies.
    6. Emergency contact form – A document detailing who should be contacted in case of an emergency at work.
    7. Non-Disclosure Agreement (NDA) – If necessary, based on company policy or sensitive information handled by the new hire at work.
    8. Background check authorization forms – Any documentation authorizing background checks may need to be signed by employees before hiring commences.
    It is crucial not only to have these documents ready but also ensure they are being filled out correctly and completely before being filed securely according to privacy laws. Efficiently completing these documents can speed up paperwork processing times while creating a more organized HR experience for both employers and employees.

    Engage With Candidate

    Engaging with candidates is an essential part of the recruitment process that helps create a positive candidate experience. Here are some tips on how to engage with candidates effectively:
    1. Be responsive: Promptly responding to candidates’ inquiries during the hiring process makes a significant impact on their overall perception of the company.
    2. Personalize your communications: Addressing candidates by name and tailoring communication to their specific needs or interests can help build rapport and establish meaningful connections.
    3. Provide feedback: Constructive feedback at each stage of the recruitment process gives candidates insight into where they stand and what they can improve on in future interviews.
    4. Keep them informed: Keeping candidates up-to-date about changes in timelines, next steps in the hiring process, or any relevant information is essential for transparency and building trust.
    5. Ask questions: Asking thoughtful questions about a candidate’s career goals, work experience and strengths not only shows interest but also helps identify if they are a fit for your company culture.
    6. Give insight into company culture – Sharing information about what it’s like to work at your organisation can help provide more context around job duties, values and mission, office environment, team members etc
    7. Thank them: Showing appreciation for their time and effort goes a long way and makes them feel valued even if they didn’t make it through all stages of the recruiting cycle. It also keeps channels open for future opportunities should they arise
    By providing regular updates, being transparent regarding feedback and keeping open channels of communication throughout the recruitment cycle you will be able to engage with potential employees effectively while fostering good relationships that can last beyond just one hiring cycle.

    Document Verification

    Document verification is an essential part of many processes, such as employment onboarding, financial transactions and accessing certain services or rights. It’s the process of confirming that a document is genuine and accurate. Here are some common methods for document verification:

    1. Checking the document information: This involves checking if the documents contain all necessary information, including signatures and dates.
    2. Cross-referencing with other sources: It’s essential to ensure that supporting documents match the main document provided; for example, verifying identity by cross-checking a passport with government-issued identification card.
    3. Background checks: Employers may use third-party background check companies to verify criminal history or education credentials of job applicants.
    4. Physical inspection: Examine physical features of documents like holograms, watermarks or other security features embedded within it to help you detect fraudulent copies .
    5. Using technology: Document verification software such as Optical Character Recognition (OCR) helps to scan documents and extract data for confirmation against databases or other official records.
    6. Authentication : Some documents can be authenticated by contacting their issuing authority directly to confirm their validity.
    7. Legal assistance – In some instances where disputes arise over the authenticity of a legal document, legal professionals can be consulted for professional opinions.

    Document verification is crucial in preventing fraud, ensuring compliance with regulations and maintaining integrity in various applications.

    Current And Past Employer Verification

    Current and past employer verification is an essential part of the employment background check process. It’s usually conducted by potential employers to verify an applicant’s work history, confirm job titles and duties, and learn about their performance at previous jobs.

    To perform employer verification, employers may reach out to previous supervisors or HR departments to obtain information about the candidate. Here are some steps typically followed during this process:

    While conducting these verifications it is important for companies to follow employment compliance laws and ethical guidelines that protect both candidates’ rights while ensuring integrity in recruitment best practices.

    Offer Acceptance

    Offer acceptance is the process by which a candidate formally accepts an employment offer from a company. Here are some main aspects of the offer acceptance process.

    1. Expressing Interest: Once an employment offer is made, the employer waits for the candidate to either accept, reject or negotiate terms. The candidate will typically express interest in accepting an employment offer through verbal communication or email.
    2. Written Confirmation: Employers may request that the new hire sign a formal document, such as an employment contract or offer letter to confirm their acceptance.
    3. Timeline for Acceptance: It’s common for employers to set a deadline by which they expect a decision from the job applicant regarding whether they would like to accept or reject the position offered.
    4. Negotiation of Terms: Although rare, If candidates have additional requirements or expectations not included in initial offer, after expressing their interest, negotiation can take place between both parties before finalising acceptance
    5. Start Date: Once all terms have been accepted and agreed upon between parties, it’s crucial to confirm start date and any other specific details about onboarding such as dress code, first-day tasks etc..
    6. Prompt Response : Employers also expect timely responses from candidates in order to make informed plans around staffing and workload balancing.

    Once all documents are signed and pre-employment checks completed (if needed), both parties agree on the start date and induction plan for new employee.

    Employers can create positive experiences for new hires by being transparent with information and setting clear expectations about roles and responsibilities while aligning terms that work for both employer and employee during this process.

    To perform employer verification, employers may reach out to previous supervisors or HR departments to obtain information about the candidate. Here are some steps typically followed during this process:

    While conducting these verifications it is important for companies to follow employment compliance laws and ethical guidelines that protect both candidates’ rights while ensuring integrity in recruitment best practices.

    Employer branding

    Employer branding refers to the process of establishing and promoting a company’s reputation as an employer.

    It involves showcasing the company’s culture, values, and benefits to attract top talent and retain current employees. A strong employer brand can help companies stand out in a competitive job market and improve employee engagement and retention. This can lead to increased productivity, higher job satisfaction, and overall business success.

    Here are some steps to help you establish and promote a strong employer brand:

    1. Define your company culture and values: Determine what makes your company unique. This includes your company’s mission, vision, and values.
    2. Develop an Employee Value Proposition (EVP): Create a compelling EVP that defines what your company offers employees in terms of benefits, work environment, career development opportunities, etc.
    3. Utilize social media: Use social media platforms such as LinkedIn, Twitter, and Facebook to showcase your company culture and employer brand.
    4. Encourage employee engagement: Encourage employees to share their experiences on social media or through other channels. This can be done by creating an employee advocacy program or hosting events that allow employees to network with colleagues.
    5. Provide excellent candidate experience: Ensure that the candidate experience is seamless from application to onboarding. Be transparent about the hiring process and provide timely feedback.
    6. Continuously evaluate and improve: Regularly review your employer branding efforts to ensure they align with your company’s goals and are effective in attracting top talent.

    By following these steps, you can start building a strong employer brand that attracts top talent and retains current employees.

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