How to run a successful onboarding process
As a General Counsel or Head of Legal onboarding for your legal and compliance team is crucial. Good onboarding starts with a great recruitment process and continues all the way through the first year of your new hire.
Successful onboarding can increase retention rates and performance of your new hire by over 80%
Here’s a 5-step checklist to ensure your onboarding experience not only attracts but also retains your top talent:
1. Hiring process
- Take a strategic approach to recruitment using a multi-channel sourcing with not only the right skills and experience but also aligns with the values of the team and organisation
- Once an offer is accepted ensure you have direct communication during the notice period to reduce the risk of them not joining. Ideally meet for a coffee or lunch with some team members before start date to integrate them
- Manage expectations of the recruitment process and what the role entails throughout to ensure high engagement levels and improve satisfaction when they do start
2. First day
- Meet them in person or virtually. If in person encourage other team members to be in the office that day to help the warm welcome
- Ensure IT equipment is running smoothly and they have access to logins/resources they need
- Talk them through the first week’s schedule, training that is planned and answer any questions they have about getting started
3. First month
- Go through an overview of job responsibilities and key short-term goals
- Set up meetings and facilitate introductions with key team members and stakeholders across the business to help integration
- Schedule regular check-ins so you have time blocked to provide feedback and address any questions that occur moving forward
4. First three months
- Set clear objectives and expectations for the coming months
- Continue to have open communication and regular check ins
- Provide access to training programs that can help their development, success in role and integration into the business
5. First year
- Implement a mentorship program pairing them with an experienced colleague
- Conduct performance reviews formally or informally at the 6-month and 1-year milestones acknowledging achievements and identifying areas for growth. Ask what they need support with too
- Talk through longer term goals for the role and potential for career progression in future. Ask what their aspirations are too so you can align expectations
If you are looking to grow your team whether it be your in-house legal team or your compliance team in the UK or around the world please contact a member of your local Taylor Root team.
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