PVMA Keystone Veterinarian Winter 2020 - 25

Practice Pearls

Onboarding 101
Tips and tools for a better
employee experience
By Sam Boore, Founder & CEO of Focus HRO
Congratulations! You've just completed
your interview process, selected the
perfect candidate, and extended the offer
- and they accepted! Now what?
For many companies, this is where things
can get lost. There is much to do before
the new hire's first day, but often times
management gets swept back under
the mounds of responsibility involved
in running a practice, and before you
know it your new hire is showing up for
their first day of work, lunch packed,
and ready to work. Quick - think - what
do you have them do? At this point,
it's too late. The lack of preparedness
has created a sense of urgency, and
the new hire may already feel like an
afterthought. I'm sure this isn't the red
carpet you had envisioned for their first
impression. Keep in mind, although you
chose to hire them, your new employee
also chose to work for you - likely over
other offers. In a survey by Professor Dirk
Buyen, consisting of 143 employees and
115 HR professionals, it was determined
that over 40% of all companies provided
insufficient information and support to
new hires before their first day of work.
We believe this number could be much
higher for small businesses in the United
States, especially those without HR
professionals at the helm (Vlerick Business
School, "Potential of Onboarding Still Not
Fully Utilized," 9/28/2018). Are you one of
them?
First things first - let's separate the
responsibilities of onboarding a new
employee. Although onboarding is
the global term for bringing on a team
member, it can really be broken down into
two categories - process and people.

Process. This encompasses everything you
need to do for your new employee before
they start working for your company.
They will need to complete all of their
paperwork - the I-9, the W-4, reviewing
and signing off on your company's
handbook (you do have a handbook, don't
you?), copying licenses and certifications,
assigning email addresses and temporary
passwords, watching required videos,
getting them set up in their new space,
and more. If benefits are available, you
will need to review the benefit offerings,
supply them with applications, explain
their waiting periods, define company and/
or employee contribution amounts, and
review the company's PTO policy. Phew
- that's a lot! All the while you are sitting
with the new employee, expect that your
phone will ring 10 times, 5 employees
will pop in with questions requiring
your help, 15 emails will arrive in your
inbox, and the delivery truck will arrive
with your supplies. This can be a very
frustrating time not only for you, but for
your new employee. First impressions are
happening during this process.
People. They chose your company for a
reason. Maybe it was for the benefits,
higher pay, better hours, or a shorter
commute, but the buzz is out - employees
want to work for a company with good
culture, and good cultures are created by
compassionate people. This is the portion
of onboarding (orientation) where you
introduce the new hire to the rest of the
staff and more first impressions are made.
Does the staff know there is a new person
starting? Do they know anything about
the new hire's background? Are they
prepared to kindly welcome a new person
to their team and understand what their
role will be? Have you scheduled a team
lunch for their first day? There are so
many fun things you can do!

Preparedness - streamline your process.
That is the solution.
Imagine yourself hanging up the phone
with your perfect candidate, who has just
accepted your offer and starts next week.
You sit back in your chair and exhale a sigh
of relief. Your search is over, and normal
work can resume. Now, what do you do
next? Take a minute and run through the
process of everything you have to do -
but hurry, the phone is going to ring any
moment and another employee is on their
way to your office with a question.
Did any of you reach for your handy
"onboarding manual"? Did you grab
a blank piece of paper and pen to jot
down the things you need to do before
you forget? Or did you simply send an
onboarding link to the new hire that
includes all the processes in one place?
Create a plan. There is a lot of stress,
time, and money involved in hiring a
new employee, but all of this can be
significantly minimized if you have a
plan. In addition to this, your employee's
first impression will be positive, they will
feel engaged and productive with your
organization, and they'll stay longer. We
believe this is what all parties want, so let's
make this happen!
At FocusHRO, our main objective is to
do the heavy lifting for you, so you don't
find yourself leaning back in your chair,
wondering what to do next. Our HR
certified team will design a customized
onboarding process for your company, and
you will gain the ability to warmly welcome
your new hire while you continue to
successfully manage the practice. Simplify
the process, your work, and your life.
For more information, visit
FocusHRO.com.

Pennsylvania Veterinary Medical Association | 25


http://www.FocusHRO.com

PVMA Keystone Veterinarian Winter 2020

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