Tuesday, July 26th, 2016

Digital Tools Are Part Of Onboarding

“The future depends on what you do today.” – Gandhi

It’s a new world and if you are not keeping pace, your new hires will notice immediately.

It is also a digital world and online activities and resources are such an important part of your firm. Keep this in mind as you overhaul your orientation process. Orientation has evolved into onboarding and onboarding is a process that can last up to a year or more.

I believe that first impressions STILL make a difference in how you are perceived. I always stress this with students aiming to make accounting their career.

While a prospective employee strives to make a good first impression, the firm is also being viewed with a magnifying glass. Be aware of the first impression your firm is making with prospects. I still hear horror stories of new hires arriving on their first day and it seems like almost a surprise. Their cubicle is not ready, they have no computer, etc.

To move from orientation to onboarding, begin with automating all of the initial paperwork. Most of it can be completed online before the new hire even arrives at the office.

Next, review what a new hire experiences in their first year. How can you make it more enriching? How can you convince the new hire that their career development is a top priority? You are probably doing many of the necessary things to help them succeed but you have not formalized it and communicated it very well.

Young professionals want to know immediately what their career path will look like and what it takes to succeed at the firm.

  • Share the steps involved for initial training.
  • Explain the formal CPE they will receive during the first year.
  • Communicate how the Guide, Coach, Mentor, and Sponsor Program works and what it means to them during the first year.
  • Provide an explanation of all of the firm’s services.
  • Explain how they will rotate through working in many types of service areas.
  • Explain how they will rotate working with a variety of people – partners and managers.
  • Provide them job descriptions for all levels of staff at the firm.

This is just a beginning list. Determine all of the activities, assignments, and learning experiences that a new hire will experience at your firm. Now is the time to rebrand from orientation to onboarding.

  • "Whether you think you can or you think you can't, you're right."
  • Henry Ford

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