How often have you gone through an onboarding experience in your career? Likely, all of us have been through it at least once, but maybe even several times. Take a moment to imagine yourself in that very first time that you were onboarded, maybe even between the age of 16 and 18 at your very first job. If you think back, you probably recall feeling excited and waiting with anticipation to start your very first day.  But when your first day had come and gone, it likely went one of two ways. Either you were left to fend for yourself or there was a plan in place to help you be successful.  

If your organization is signing up to offer Work Integrated Learning in the form of hiring a summer student or a co-op, internship, or practicum position, it may be tempting to think you can be less prepared in the onboarding process than with full-time, regular staff members.  You might not think that one person, especially in a temporary position, will impact your business in the grand scheme of things, but did you know that most job seekers read reviews about an organization before signing on the dotted line? We are living in a world where social proof is the backbone for decision-making. It can be an overwhelming thought to know that your employees can have that much impact on your organization’s success, even beyond their day-to-day work. 

Before you know it, your “student” will come and go. But as information sharers, they will spread the word about their experience with your organization – whether good or bad. With an effective onboarding plan and a positive employment experience, you are thoughtfully setting them up for success and paving the way for them to share that success with potential future employees, all while developing a workplace culture that proves you truly care about your staff and the long-term impact of your organization.  

Remember, the onboarding experience is a key contributor to the health and success of your workplace and your staff. It’s a way to project your values, model behaviours, and demonstrate culture. Here are some ways that you can leave a legacy with your virtual or in-person onboarding programs. 

Be prepared. 

For a smooth onboarding experience, it is essential to prepare a plan. Plans should include everything from IT setup to short-term and long-term learning objectives for your new employee.  Some planning essentials include: 

• Ensure the new staff person has everything they need to start their position before their first day including hardware, software, access info, PPE, etc. 
• Prepare and communicate the plan with the new employee before they start so they know what to expect. This could include a list of key stakeholders, meeting schedules, learning goals, and timelines.  
• Have a designated Learning Partner or Buddy to help your new employee get acquainted. 

Make time. 

Imagine you have been invited to a dinner party and had no one to greet you when you arrive or take the time to converse with you – likely you would wonder why you were there. It’s not much different when someone first shows up to work, so ensure your new employee has a human interaction with someone on their first day, ideally at the beginning of their “shift”. 

A positive and welcoming preliminary interaction with your new employee immediately demonstrates how much you value them. 

Walk the talk. 

Modeling the behaviours that you expect from staff is the best way to see the results that you are looking for from your employees. Living and embodying your organizational values is equally as important as just communicating them. 

Ask for feedback. 

This can seem a bit scary, but there is no better way to improve than asking for feedback. Sometimes there are simple fixes that can go a long way to improve the onboarding experience. Not only are you showing your newly onboarded staff member how much you value their input, but you’ll also be getting valuable feedback to further improve the onboarding experience of future staff. 

Remember, workplaces aren’t what they use to be. From hybrid work to completely virtual opportunities, things have evolved, and our onboarding practices also have to reflect this change. When you take the time to anticipate the needs of your new employees and assess the long-term impacts of the onboarding experience, you’ll be setting up your new staff – and your organization – for success.  

Liz has contributed to the field of Human Resources for over a decade and has significant experience leading HR teams nationwide. As a Job Developer at Royal Roads University, Liz shares her passion for identifying individuals’ skills and expertise and integrating them into the workforce into positions where they can thrive.  

Are you an employer interested in participating by hiring a Royal Roads student intern? Contact careerservices@royalroads.ca. Come along on our learning journey today!