Integrating a new employee: it all starts on day one

Why is the integration process so important?

Onboarding is an important stage in the employee's career path, as it meets a number of challenges for both the company and the new employee. The integration of a new employee begins on the very first day.

On the company side,

• Reduce turnover and increase employee loyalty. An effective induction process improves new employee retention by 82%(Glassdoor survey);
• Reduce recruitment costs due to the premature departure of a new recruit. A new employee who resigns shortly after taking up the post represents a cost (relaunching the recruitment and integration process) and a financial loss for the company. A failed onboarding process costs around €7,000(Workelo study);
• Promoting the employer brand;
• Maintain a good image both internally and externally;
• Identify key moments for transmitting strategic skills ;
• Contribute to the new employee's well-being and productivity. Successful onboarding has an impact on the well-being and future productivity of new employees. 62% of employees who have undergone onboarding have achieved their objectives within the year, compared with just 17% of those who have not.

On the new employee's side,

• Reduce first-day stress. The more employees know about the company and their schedule for the first few days, the more reassured they will be;
• Validate consistency with the job offer, and get off to a smooth start in your new role;
• Discover your environment, colleagues and work tools;
• Understand the corporate culture and develop a sense of belonging;
• Make it easier to take up a new position.

6 best practices for successfully integrating your new employee

1/ Send a welcome e-mail before the integration day

The first day on the job is a source of stress for new employees.How will I be greeted? Will I be thrown into the deep end from day one, with a pile of files to deal with? What will my colleagues be like? Will I manage?

Sending a welcome e-mail a few days before his arrival will reassure him. In your e-mail, tell them how much you're looking forward to working with you, and give them some initial information so that they can familiarize themselves with the company's culture, teams and values at their own pace.

2/ Communicating the day's (and week's) schedule

Knowing what to expect is reassuring for the new employee. It's a sign of good organization and shows that they're expected. However, between the tour of the premises, the office visit, the team lunch, the handing over of work tools, the manager interview, the presentation of the company and how it works, the first day can quickly become a busy one. 

Remember to spread the different stages of integration over the week and vary the formats to keep the new recruit attentive and enthusiastic (games, meetings, theoretical training...).

3/ The welcome pack

Even the least enthusiastic among us enjoyed having pens with caps that hadn't (yet) been chewed, a clean notebook and a backpack that smelled like new for the start of the new school year. Why not revive this "tradition" by offering a welcome pack to your new recruits ?

Even if your talents are a few years older, they're still sensitive to these small gestures that send out a strong message: you're part of our group! Mug, t-shirt with company logo, gift voucher, coaching... Whether you have a large budget or not, the possibilities are numerous. 

4/ Appoint a sponsor

A common practice in Anglo-Saxon culture, appointing a sponsor helps to make the integration process pleasant and engaging. The idea? The newcomer is welcomed by a mentor - who is not necessarily the manager. His role is to introduce him to the life and culture of his new company: a tour of the premises, introductions to the teams, how the organization works...

5/ Organizing a team activity

It's not easy to join a team that's already been assembled. The members know each other and share common anecdotes. To make sure your new colleague doesn't feel left out, why not organize a fun activity?

For example, an escape game or treasure hunt is a way of creating a spontaneous bond between the recruit and his team, without the new employee feeling that it's being forced.

6/ Discover the company and its activities in a fun way

To familiarize new employees with the company's activities, operations and values, they need to be immersed from day one. Instead of preparing power points with the organization chart and company history, accompanied by a welcome booklet, why not consider a more fun way of discovering your company ? Conveying key information about your organization through play is a great way to learn while having a good time.

In conclusion, while the first day sets the tone, the integration process must continue over several weeks to ensure that the employee is in the right frame of mind to succeed in his or her position and integrate into the team.