Onboarding New Graduates
It’s graduation season and a fresh crop of college graduates are eager to embark on their professional careers. While they may be well-prepared academically, they often lack experience in understanding workplace culture and require specific training to adapt to their new roles.
Why?
At the start of each semester, students receive a course syllabus. This crucial document outlines every policy, procedure, and guideline for both the campus and the course. The same is true of assignment instructions. Given this emphasis, you’d think most problems could be simply resolved by referring to policies and specific instructions outlined in the syllabus - yet ironically, students don’t read it. So, how does this translate to the workplace?
Documents and instructions that detail e-v-e-r-y step a student must take limits their creativity and sends a message that when they are completing a task, someone will always be available to not only tell them what to do, but also exactly when and how to do it. Simply put, college students receive feedback frequently. In the workplace, this may make them appear hesitant to work independently; but they are simply looking to team leads and supervisors for guidance and direction. It is the behavior many of them have been taught to do, and they haven’t yet figured out how to modify their behavior for the workplace.
The process of onboarding new college graduates is crucial for any organization looking to bring in fresh talent and achieve long-term success. As such, it’s important that supervisors take careful consideration when bringing on these new hires to ensure a smooth transition into the workplace culture and environment.
Let’s explore six key factors to keep in mind when onboarding new college graduates. From establishing clear expectations to providing ongoing support and training, these tips can help ensure that your newest team members succeed and thrive within your company.
Begin with a comprehensive training program. Employers should develop a detailed onboarding and training program that covers all aspects of the job, including policies, procedures, technology, and culture. Encourage new hires, particularly new graduates, to participate actively in the training by highlighting the significance of the training. Then, be sure to follow up with questions to measure their engagement. This onboarding program should provide a clear roadmap for new graduates that is easy to understand and follow.
Assign a mentor. Assigning a mentor to each new graduate hire can be an effective way to help them integrate into the company culture and learn the ropes. Mentors can answer questions, provide guidance, and offer support as needed.
Recognize your role. New hires will look to an immediate supervisor for structure and guidance. Work to ensure effective communication by clearly stating goals. You should also be prepared to spend time as a teacher and coach and make the necessary commitment to their progress and success.
Offer on-the-job training. On-the-job training can be a great way to help new graduates gain practical experience and develop the skills they need to succeed in their roles. This can involve shadowing experienced employees, participating in hands-on projects, and receiving feedback and coaching.
Provide ongoing feedback. Timely and constructive feedback will go a long way towards creating a climate of trust and support. Regular feedback for new graduates is essential to help them understand their strengths and areas for improvement. This feedback can be provided through regular check-ins, performance reviews, or other communication channels.
Make sure your feedback includes constructive comments that allow them to use your feedback to make improvements, and provides necessary examples sufficient to make your point without overwhelming. Then, explain to them how making the suggested changes will benefit them. There’s no need to sound "harsh" or condescending. You can lessen the chance for defensiveness by being descriptive and avoiding evaluation. For example, stating “I noticed a few proofreading errors in your report.” sounds much better than “You don’t pay attention to detail.”
Encourage continuous learning. Encouraging new graduates to continue learning and developing their skills can help them stay engaged and motivated. This can involve suggesting training programs, providing access to industry events and conferences, and encouraging participation in professional development opportunities.
By following these guidelines, organizations can help new graduates feel confident and empowered in their roles – ultimately leading to increased productivity, job satisfaction, and long-term success.