Many companies have a comprehensive onboarding program that every new hire must complete. On the surface, this seems like a great introduction to the organization, but if you dig a little deeper, you start to realize that a one-size-fits-all approach isn’t the way to do it. For example, your IT professionals were hired to perform very different jobs than those working in marketing or human resources, so why would you put them through the same onboarding program?
Customizing each new hire’s orientation program sends a positive message about your brand and shows new employees how much you value them. When people receive a warm welcome and comprehensive training, engagement levels soar, which leads to increased loyalty.
3 Reasons to Customize Your Employee Onboarding Program
People Have Different Learning Styles
There’s no right way to absorb information. Some people are very visual, while others learn best with an Auditory, Visual, or Tactile — or a combination of a few different approaches. If your onboarding program caters to IT professionals who prefer one specific style, only a select few will get the most from training. Ask new hires which way they prefer to learn and tailor their onboarding program to fit this method.
No Two New Hires Have the Same Background
Your new Information Technology employees have many shared abilities, but no two people have the same skills, experience and education. Consequently, for onboarding to be truly effective, it needs to take at least a slightly different direction for each person. Some new hires will already have most of the background knowledge needed to get to work, while others will need more intensive training before they’re ready to complete assignments independently.
Some Jobs Require More Intensive Training
IT jobs run a broad spectrum. For example, someone hired to assist customers in a tech support position may not require as much training as a software engineer who will be building and repairing your company’s operating systems. There’s no need to waste time training an employee in areas that are irrelevant to their job, but at the same time, sending a new hire out into your workforce without enough onboarding can be detrimental to both your company and their future with it.