Communication and support are your keys to successful onboarding integration. Suppose you get the right data from a tracing partner and understand not only the goals of your new employee but also the potential barriers to incorporating new hires into your culture.
You can share the relevant data you receive during the interview with the hiring manager of new employees, your co-workers, and some of their direct employees, so you have a paperless onboarding system that will give you real-time feedback in the new employee's first 100 working days.
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The most important thing is to give these people complete data for your new employee in the feedback process. Tell us all of the reasons you hired this person, why you believe he's doing his best, and why you're excited about a new team member – and tell us about the things you want the important people to follow. and encourage them to raise concerns when this occurs.
You'll also want to provide a specific feedback mechanism for candidates that fits your company culture. This should be a resource, or someone in HR, or preferably another CEO who is not a candidate manager and can answer questions about how you can achieve something in your company.
Candidates should have a structured 360-degree feedback process to begin with, which provides the opportunity to meet informally and interact with senior management in an environment where the goal is to understand the culture.