Did you read The RFP Template That Will Get You Results by Samantha earlier this month? I kind of wanted to steal the first paragraph! As employers, we want to stand out to talented job seekers who fit our company! We want to solicit job seekers who can help us achieve our objectives! And after that, we want our new employees to become “old” employees who use their wealth of talent and historical experience to inspire our clients and our client’s clients.

A well thought out plan can not only attract the right contractors for your project, but can attract the right employees for your company. That’s only the first step. Once your new hire walks in in the door, your comprehensive onboarding plan should fire up to propel them down the path to becoming a valued employee. Your plan should incorporate many of the objectives of the RFP Template.

• Do provide a thorough background and understanding of your company. According to a BambooHR infographic from Refresh Leadership, 73% of new hires want a review of company policies during their first week on the job and 59% consider a company tour an important first week activity.

• Do be specific about how to get the job done; 76% of new hires indicated that specific on-the-job training is essential during their first week. While all current departments and employees should offer a sincere welcome and offer to help, most new hires want their own managers, not HR, to take charge of the onboarding process.

• Don’t be vague about the job description. Tell the truth about what they’re there to do. You covered this in the interview, right? If not, add it to your interview process now! One of the top reasons why people leave jobs quickly is that the work is different than they expected. Be specific, be realistic and be repetitive in explaining their role within the company.

• Don’t expect onboarding to be completed in the first week. Or the first month. Or even the first 90 days. Expect to continue your dialogue with the new hire well into their first year of employment. Build in check points throughout their 90 day introductory period to review their job description, check on their progress, set goals, answer their questions, and reinforce your company’s values and mission. Beyond their first 90 days, include plans to provide additional information about what is expected to become a valued employee. Along the path to success, employees should receive organized, relevant and well-timed content that helps them understand their role and prepares them to make positive contributions for years to come.

Consider this: the better your onboarding plan, the less often you’ll have to use it! New hires will become engaged, valued employees well-schooled on their role in the company and focused in on achieving the company’s goal!