How to Make the Most of Onboarding IT Talent

Onboarding Involves More than HR

Creating an effective onboarding strategy should not be limited to HR or the direct supervisor of a new hire. Onboarding must do more than point out where the bathrooms are and set them up for a direct deposit to successfully prepare a new employee for joining your organization. After all, how can you truly onboard tech talent without first consulting with the IT department?

HR and upper management must collaborate to develop a unified strategy based on overarching business objectives. Following that, managers and supervisors in each department must provide their perspectives on how to take a high-level onboarding strategy and apply it to the specific tasks associated with a new employee’s role. Finally, all staff should have the opportunity to give feedback on the process.

Input from coworkers, employees or contractors who previously held the new hire’s role, and even maintenance personnel is valuable. When upper management is overly concerned with the big picture, “little things” like assigning a parking spot, granting keys or passcodes to locked areas, and instructions on the office thermostat can be overlooked, resulting in a negative experience. If your onboarding process is missing something, you might be able to find it by enlisting the help of the entire organization.

Culture Is the Differentiator

Even the most meticulously planned onboarding programs with cutting-edge employee portals will fall short if the company culture is not welcoming. In successful organizations, onboarding procedure training is not limited to HR and direct supervisors. The entire company must understand appropriate ways to welcome and reach out to new hires to successfully differentiate themselves as a career destination.

Formally introduce a new employee or contractor to your team, and encourage employees to introduce themselves individually. Plan a casual social event for a group of new employees, such as a round of golf, an evening of bowling, or dinner at the newest brewery. Certain IT professionals, such as computer programmers, have been stereotyped as introverts who dislike social interactions. This is an incorrect perception of the technology industry, which is full of bright minds eager to share ideas, participate in discussions, and socialize outside of work. When a new member of your team quickly feels welcomed into a friendly culture and comfortable environment, long-term retention improves.

An Example to Follow

One of the world’s most prestigious tech schools is an excellent example of a well-planned onboarding process. MIT specifies specific tasks for HR, managers, and even a peer “buddy” to complete to integrate a new employee into their role. The organization’s checklist and calendar outline onboarding goals for the entire year, including socialization, environment, tech access, training, and more. It’s a comprehensive plan that leaves nothing to chance, and it serves as a model for others to follow.

Onboarding IT Talent

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Recruiting tech talent does not end when they sign an employment contract. Proper onboarding that begins early, uses technology and involves the entire organization can produce unparalleled levels of loyalty and retention. At a time when recruiting in technology is fraught with stigma, making the most of onboarding IT talent can put your new hire at ease, knowing they made the right choice.