Optimization of the onboarding process for employees (2023)

There is an insatiable demand for top talent in the world of heavy civil construction, heavy road construction and commercial construction. This means that finding the right candidates in a market that lacks talent is not an easy task.

After devoting your energy to acquiring talents, you don't want your efforts to go to waste. This may be due to a missing or non-existent deployment process.

New workers may choose to move to greener pastures if they feel they don't fit in with the current layout. In other cases, candidates may accept the offers you make them, resign from your current employer, accept a start date only to quit, or accept a last-minute counteroffer.

This can be especially frustrating because you want new hires to be settled and ready to take on new roles within your organization.

As a leading executive recruiter in the heavy construction, heavy road construction and commercial construction industries, we are particularly familiar with this phenomenon. While it's impossible to stop new hires from leaving the company, there are many things you can do to make your onboarding process and workplace growth-friendly.

What is employee onboarding?

This refers to the process of familiarizing the new employee with the company's expectations, knowledge, experience and culture.

(Video) What is the Onboarding Process for New Employees?

According to a study by HBR, around 33% of new hires look for new opportunities within six months of being hired. Alarmingly, their numbers show that around 23% leave before their first anniversary.

Since hiring new employees is more expensive than retaining existing ones, investing time and resources into recruiting new employees is a matter of course.

Onboarding is divided into two types:

  • Informal implementation– new employees are on their own here. They learn work processes without the substantive help of the HR department and superiors.
  • Formal implementation– A step-by-step program will be developed for new hires to familiarize them with their responsibilities, company culture and policies and procedures.

In many cases, informal onboarding never works. Without a system that dictates your course of action, you're likely to experience high turnover rates.

With formal implementation, you are in safe hands. It is a proven and most effective way to retain the greatest talents.

To read:

Employee onboarding best practices

Make it a rewarding experience.

Socializing with co-workers can help new employees enjoy the work environment better. As an employer, you can facilitate communication between employees to increase productivity.

Instead of throwing new employees into deep waters full of unfamiliar faces, we recommend a system where you introduce new employees to associates. When an employee instructs a new employee on how to navigate the workplace, he or she can get used to the company faster.

(Video) First Impressions Matter. How and why to optimize your company's onboarding process...

A mentor who guides new employees can also help them establish new relationships with their supervisors and the various people who may work under their wing and in other departments.

Given that most organizations are divided into different departments such as finance, safety and security, it is wise to put in place a system that is conducive to onboarding construction workers to them as well.

Some positions, such as operations manager, require knowing the different heads of departments and more than just names. Without proper systems to enable this, there's a good chance they'll stutter instead of hitting the ground.

welcome party

Of course, companies tend to think independently.Although this is a great template for attracting new employees, you will want to do something that will show that you value their talents.

To show your appreciation, you can introduce new employees to the team by holding a casual, informal get-together to socialize with new employees. This can be a great motivation for them to educate themselves on their responsibilities as there is a good chance that they will be passionate about the job and their co-workers.

For consistency, you can make it a tradition that will be repeated regularly. You can keep some decorations and supplies to reduce the cost of future meetings.

As an option, you can embrace minimalism and just give them a welcome card. It doesn't have to be a big deal, a small banner telling new employees that they are welcome to the company can motivate them a lot.

Configure logins and access

To successfully deploy civil and commercial construction workers, the entire organization must be in sync. HR can work with IT to ensure employees have access to company resources as soon as they cross the threshold.

If there's a delay between an employee accepting an offer and showing up for work, you can set up all their resources in advance.

This helps new employees make a good impression of the company. Employee morale will be high if they have the right tools at their disposal, such as computers, e-mail, business cards and a mobile phone. Using such facilities gives them the feeling that they are valued members of the community.

Drug screening as part of the onboarding process

Contrary to popular belief, a pre-employment drug test is not based on applicants' suspicions. In the early stages, employers don't know enough about potential employees to develop measures to prevent them from joining the team.

For everyone to be on board, the following conditions must be met:

  • note– It is important to inform applicants in advance that you wish to take a drug test as a requirement of employment.
  • approved– Have candidates state in writing that they agree to the testing procedures.
  • Protected results– To encourage participation, you can inform candidates that the results are confidential and will not be shared widely.
  • Reasonable process– The process must be reasonable and require minimal intervention.

It is important that you want to take a drug test before hiring candidates. This removes any confusion as to whether applicants need to have the same level of privacy that current employees enjoy.

(Video) ONBOARDING CHECKLIST | Tips to optimize your employee onboarding experience

Take the right steps

For new hires who are already cultured and take on multiple roles, you might assume the job is done.

However, you need to regularly monitor the progress of new hires to make sure they are on the right track. This should not be negotiable, even if employees feel they don't need to conduct an assessment.

In addition to the opportunity to check their progress, it is a fantastic opportunity to learn a lot about the implemented onboarding strategies.

You can ask them what they liked about the onboarding process and what activities they did not like. When saving this data, you can make adjustments here and there at your discretion.

Streamline your onboarding process and get ready for positive results

Successful onboarding in civil and commercial constructionEmployees need a lot of commitment and time.

By researching what your employees want, you can get a useful framework to develop best practices for implementation.

Since the first weeks usually have the greatest impact on how new employees perceive the company, you need to prepare well in advance for the start.

As a recruiter for civil and commercial engineering executives, we are confident that the guidance provided will inspire you to make the necessary changes to boost the morale and productivity of your new hires.

(Video) Fine Tuning your Onboarding Process and Optimizing for Employee Success

If you want us to take a more hands-on approach,Do not hesitate to contact us. We will help you develop a system designed to onboard civil and commercial construction workers for maximum effectiveness.

(Video) Tips to Optimize Your Employee Onboarding Experience


Optimization of the onboarding process for employees? ›

These have since evolved into the 5 “C's” of Onboarding: Compliance, Clarification, Confidence, Connection, and Culture.

How do you optimize employee onboarding? ›

Read on for our helpful tips.
  1. Don't wait for contracts to be signed to start thinking about onboarding.
  2. Prioritise the employee experience.
  3. Keep it simple (stupid)
  4. Personalise the experience as much as possible.
  5. Get buy-in from across the organisation.
  6. Regularly review and refine how you onboard new people.
Jul 11, 2022

What are the 5 C's of the onboarding process? ›

These have since evolved into the 5 “C's” of Onboarding: Compliance, Clarification, Confidence, Connection, and Culture.

What are the 4 C's of employee onboarding? ›

The four Cs are Compliance, Clarification, Connection, and Culture.

What are the 6 C's of employee onboarding? ›

Officially, the 6 C's of employee onboarding are Compliance, Clarification, Connection, Culture, Confidence and Checkback.

What are the 3 most important elements of successful onboarding? ›

There are three keys to a successful strategic onboarding program: people, culture, and milestones and tasks. A consistent, and repeatable onboarding process requires few adjustments and benefits all stakeholders involved. Plus, you're more prepared to set your new hire up for long-term success.

What are the 3 things that we could have done differently to improve onboarding process? ›

Onboarding best practices
  • Start before the first day. ...
  • Fill the first day with activities. ...
  • Address essentials first. ...
  • Make them feel welcome. ...
  • Have fun with the process. ...
  • Give adequate time. ...
  • Keep a planned schedule. ...
  • Involve senior leaders.
Aug 12, 2022

What makes a strong onboarding process? ›

The five Cs of employee onboarding can make new hires feel welcome, valued and comfortable at their new jobs. These include compliance, clarification, confidence, connection and culture. Companies that incorporate them tend to enjoy greater onboarding success than those that do not.

What is the key to successful onboarding? ›

The 7 Proven Secrets To Successfully Onboarding Your New Hires
  • Create a Process. ...
  • Take a Multimodal Approach. ...
  • Seek and Incorporate Feedback. ...
  • Give a Realistic Idea of the Job. ...
  • Set a Comfortable Pace. ...
  • Explain the Jargon and Culture. ...
  • Get Involved.

What are the key factors for successful onboarding? ›

Here are five factors your onboarding process should include:
  • Team involvement. Onboarding a new employee should involve the entire team. ...
  • Consistent structure. ...
  • Prepared desk and equipment. ...
  • Information. ...
  • Check-ups.

What are the 4 pillars of the onboarding margin framework? ›

The Onboarding Margin requires success with program content along four key pillars: Cultural Mastery; Interpersonal Network Development; Early Career Support; and Strategy Immersion and Direction.

What is employee onboarding checklist? ›

An onboarding checklist is a way for hiring managers to organize the steps involved in guiding new hires through their first days and months at a company. The checklist ensures that each critical stage of the new hire onboarding process is complete. It provides a starting point for procedures specific to a job role.

What are 3 key components of a new employee orientation? ›

8 must-haves for a new employee orientation package
  • Welcome message. A welcome message from the company president tells the employee they are a valued part of the team. ...
  • Offer letter or employment contract. ...
  • Company background. ...
  • Policies and procedures. ...
  • Organization. ...
  • Needed work items. ...
  • Welcome gifts. ...
  • Updates.

What is an onboarding framework? ›

A customer onboarding framework is a structured way of thinking about the set of actions, activities, and tools that go into helping a customer experience value. Onboarding cannot be pigeonholed as a single 'thing' or feature.

How do you organize the onboarding process? ›

15 steps in an effective onboarding process
  1. Stay in touch between the offer and start date. ...
  2. Share what the onboarding process looks like. ...
  3. Take care of paperwork swiftly. ...
  4. Timely access to tools and systems. ...
  5. Help set up your new hire's workspace. ...
  6. Schedule a 1:1 welcome meeting. ...
  7. Introduce your new hire to the team.

How do you create a strong onboarding experience? ›

Here are 7 great ideas to make the onboarding experience memorable:
  1. Give Your New Employees Mad Swag. ...
  2. Give new hires a chance to unwind before starting. ...
  3. Make the first day feel memorable. ...
  4. Incentivise new hires to leave. ...
  5. Connect your new hire with the team before Day 1. ...
  6. Nail the essentials of structured onboarding.

What are the 5 C's of employee engagement? ›

Engaging Employees Using 5C's: Care, Connect, Coach, Contribute & Congratulate.

What is the strategic goal of the onboarding? ›

Strategic onboarding programs ensure that the entire workforce is prepared for the needs and challenges of the future. Therefore, it isn't just about new hires. It continues to instill your company's values and mission into current employees, so they stay excited and enthusiastic about being part of the team.

What is onboarding roadmap? ›

The Onboarding Roadmap is a step-by-step guide to all HR items and steps new teachers will need to complete as a new DOE employee. Ensure they review the guidance thoroughly and ask any related questions early in the onboarding process.

What are the three levels of onboarding? ›

3 Key phases for a successful onboarding
  • The “Hype” Phase. This phase is the pre-induction, which starts before the new employee even enters the building, and is key to setting the scene and creating excitement before their first day. ...
  • The “Immersion” Phase. ...
  • The “Cultivate” Phase.

What are the two primary components of onboarding programs? ›

The two key parts to onboarding are: transitioning employees into the company culture, helping them become familiar with its values, goals and expectations; and familiarizing them with the tools and resources they need to be productive.

What is the role of HR in employee onboarding? ›

Human Resources oversees or facilitates completion of official and required documents related to pay and benefits, wellness, rules, and policies, as well as completion of new hire paperwork. They may also manage new hire orientation programs and other resources in support of the onboarding process.

What three main things do employers expect of new employees? ›

List of employer's expectations
  • Have a positive attitude. Employers may want their employees to have a positive attitude that extends to coworkers and makes the workplace have a cheerful atmosphere. ...
  • Dress properly. ...
  • Be punctual. ...
  • Be dependable. ...
  • Help others. ...
  • Desire to grow. ...
  • Communicate effectively. ...
  • Meet deadlines.
Mar 16, 2023

What are 5 purposes of new employee orientation important? ›

Encourages employee confidence and helps the new employee adapt faster to the job; Contributes to a more effective, productive workforce; Improves employee retention; and. Promotes communication between the supervisor and the new employee.

What is the 4 step onboarding process? ›

Phase 1: Pre-Onboarding. Phase 2: Welcoming New Hires. Phase 3: Job-Specific Training. Phase 4: Ease of Transition to the New Hire's New Role.

What is at the core of onboarding? ›

At its core, onboarding is the process by which a new employee is initiated into a company or organization. But any good HR professional knows there's a bit more to it than that. Onboarding starts during the recruitment and hiring process, and can stretch over the course of the individual's first year.

What are the 4 E's of employee engagement? ›

In this white paper, learn the four essential components of engagement: enablement, energy, empowerment, and encouragement. To create a workplace of truly engaged employees, each of these four elements must be alive and thriving in an organization.

What are the 3 E's of employee engagement? ›

People-centric automation and the “3 E's” People-centric automation is all about embracing innovations that prioritize employees' needs. Engagement, Efficiency and Effectiveness are the three pillars of this new HR paradigm.

What are the 4 pillars of employee engagement? ›

By building an engagement strategy on the four pillars: well-being, company culture, training and development, and recognition, and powering it with modern technology, employers can improve their recruitment and retention rates.

What is basic onboarding flow? ›

The onboarding flow is a multi-step process that helps users get started with a new SaaS product. In most cases, the flow appears right after signup and bridges the user into the app. And for more complex SaaS, onboarding flows can appear as tooltips and guided tours inside the product.

How do you structure an employee onboarding? ›

During your new employee's first week
  1. Schedule your new hire's regular 1:1 management meetings.
  2. Set clear goal and performance objectives for your new hire's first 3 months, 6 months and year.
  3. Go over a 3 month roadmap for key projects they will be working on.
  4. Schedule meaningful work tasks that get them up and running.

What is the role of HR in the onboarding process? ›

Human Resources oversees or facilitates completion of official and required documents related to pay and benefits, wellness, rules, and policies, as well as completion of new hire paperwork. They may also manage new hire orientation programs and other resources in support of the onboarding process.


1. 5 Quick Tips to Optimize Employee Onboarding Experience
(BYLD Assessments)
2. 5 Online Employee Onboarding Strategies That Work
3. GHP #59 - Optimizing Onboarding, Offboarding, and Employee Engagement with Evan Hallward!
(The Generation Hustle Podcast)
4. Optimizing workforce through onboarding
(Canadian HR Reporter)
5. What Does an Onboarding Specialist Do?
(HR University)
6. Optimizing Virtual Onboarding Webinar 4.29
(Mercer | Leapgen)


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