How to BEST Structure Your Onboarding Process
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It’s important to state before we get too far, that even without a dedicated Human Resources team any practice can have a successful onboarding process. As long as, you have a solid process and structure in place while onboarding new employees.
Read on to learn our tips and tricks to structuring your onboarding process for success!
How to BEST Structure Your Onboarding Process
Aug 20, 2021 | News
By Rayanne Johnson
1. How to Tackle The Onboarding Process
Before jumping into the nitty-gritty details, take a look at the bigger picture. Before implementing a formal process, ask yourselves the following questions.
- When will the onboarding process start? Before the first day, once an offer has been signed, etc.
- How long will your onboarding process last?
- What impression do you want to leave on your new employees?
- Who will play a role in the process and what will there role be?
- How will you gather feedback on the process and measure its success?
Answering these questions will help you determine what your onboarding process will look like and furthermore, help you get the most out of the remaining tips.
To learn more regarding onboarding basics, view SHRM’s Onboarding New Employees Report & Breakdown.
“A poor onboarding experience is hard to come back from and is the fastest way to lose a new employee. It is critical to actively think about the entire candidate experience when hiring a new employee.”
2. Know What You Need to Go Over & Collect
While this might sound obvious, make sure you go into the onboarding process knowing everything that will need to be covered. Before figuring out what needs to be covered, make sure to designate who will oversee the onboarding process for all new employees in your practice. Furthermore, we recommend using an onboarding checklist to make sure everything that needs to be covered gets addressed. This checklist should include a section with a breakdown of all required documents, a list of systems the new employee will need access to, big training items, etc. Some important items to have in your required documents section are the following items:
- Workplace Safety
- Sexual Harassment Policy
- CPR Certification
- Dental License (if applicable)
- HIPPA Certification
- OSHA Certification (learn more here)
- Non-Compete or Non-Disclosure Agreement
- Offer Letter
- Employee Handbook
- Direct Deposit Information
3. Set Time Aside The Appropriate Amount of Time
Onboarding is more than the first 2 hours of your new employee’s first day. It’s everything from the compliance pieces like I-9, to going over the information listed in step 2, to setting culture expectations, to on-the-job training, and more! The best way to make sure everything is wrapped up and not rushed is to make sure you set aside the appropriate amount of time. We recommend starting with the most important stuff, then build a calendar out for the first few days to a week. This will allow you to accomplish all you need to take care of without overwhelming you or the new employee. Lastly, because onboarding is a time investment for your staff as well, dividing up who handles certain aspects of onboarding (ex. training and culture orientation can be done by a trusted staff member and compliance paperwork done by an office manager).
4. Let the New Employee Know What to Expect
Once you have your time and information planned accordingly, it’s always a great idea to keep the new employee in the loop. We recommend doing this by sending the new employee an agenda of the onboarding process beforehand. This can be done when sending the new employee a friendly welcome email. Doing this ahead of time will help them feel prepared for the day, let them know which documents to bring (or better yet, have them upload their items into your employee system software ahead of time to save time!). At this time, you can also gather other pertinent information from the employee such as emergency contacts. Check out our checklist of things we do before the new employees first day.
In closing, the onboarding process is the first impression of your practice. It’s important to make a great first impression through onboarding and knowing how to best structure your onboarding process will help you and your new employees succeed. We wish you the best and would love for you to share your best onboarding tips in the comment section below.
Check out our related blogs: Onboard Correctly to Keep Your Employees Long-Term, What Company Information Should You Provide During The Onboarding Process, Why an Onboarding Buddy is a MUST during Onboarding
In today’s market, it’s important to make sure that the employees a company hires are properly screened, vetted, and onboarded. We handle the new employee process from start to finish, to make sure that your (the companies) time is not wasted on candidates who are not going to have all the qualifications needed.
With over 15 years in the Dental Staffing Field, we have created a process that is quick and efficient. This allows us to get new talent processed and ready to work more quickly, with some being able to start the very next day! Our system includes a comprehensive background check, I-9 employment eligibility, license & certification verification’s, and payroll.
Complete Dental Staffing connects and staffs high quality dental professionals with premier dental offices in need of staff to fill permanent and long-term vacancies on their team.
If you would like to learn more about working with CDS or having our staff in your office, please call 608-492-5752 for more information.
Or, email firstname.lastname@example.org to let us know how we can help.
Talent Acquisition Administrative Assistant