Tips for a successful start to your career

When it comes to successful recruiting and onboarding, one-size-fits-all approaches don't work. Which methods help to build and implement a sustainable onboarding process?You're hired: Please sign hereOnce the contract has been signed, it is advisable to stay in contact with the new employee until their first day at work. Especially if this is still some way off. Information about the first day's schedule should be sent to the new employee in advance. The workplace must be fully set up so that they can get started on their first day. Having the right hardware and software is one of the basics for a smooth start. Onboarding also means teamwork. A plan regulates the respective responsibilities during onboarding in the first few days. The more thoroughly the internal procedures and processes are explained, the more efficient the new team member's work will be in the future. To ensure that the chemistry between all parties is right from the start, the entire team should be informed about the new addition as early as possible. An exciting profile of the new employee will arouse curiosity and provide something to talk about on the first day.Welcome to the teamEnsuring that the new employee feels comfortable in their team and the new company right from the start is a key objective of successful onboarding. The foundation is already laid during the welcome meeting. Experienced HR experts take sufficient time for this. A handbook containing important information about the company, such as organizational charts, mission statements and portfolios, makes it much easier to get started. Basic rules and customs as well as fixed deadlines and contact persons should also be part of this handbook. A mentoring model is particularly useful in the initial phase to make it easier for the new colleague to settle in. The mentor is the first point of contact for the new employee and in this role is responsible for planning and managing the induction process. This also includes organizing a joint lunch with the new team. History, perspectives and visions can be reported most vividly at first hand. An appropriate presentation by the management is helpful at this point.One-fits-all does not fitEarly turnover is the problem child of talent management. Certain tendencies crystallize in the first few weeks. In order to recognize these at an early stage, regular feedback meetings are necessary in the first six months. In these meetings, the expectations and wishes of the newcomer, as well as those of superiors and colleagues, are discussed. Problems and discrepancies can thus be quickly identified and resolved. In addition, the new employee feels taken seriously and well looked after. Onboarding is rounded off by introducing the new colleagues at the weekly agency meeting, on the company website and on Facebook. The key to success is a program tailored to the individual applicant. A study by the Wynhurst Group found that 58 percent of employees remain loyal to their company for at least three years if they have previously undergone successful onboarding. The most important measure here is to respond personally to the new employee and use their strengths and talents in such a way that they feel neither over- nor underchallenged.ConclusionThe war for talent or skills shortage is not only being felt in Berlin, London or Silicon Valley. Recruiting teams need to be correspondingly well positioned today in order to sustainably inspire talent from the very first contact. Onboarding should therefore always be tailored to the individual candidate and become more dynamic over the course of the process. The tips were provided by the digital agency Brandung.