How to Optimise the Onboarding Process
19 Nov, 2024
16 Ideas to Help Your New Starter Settle In
19 Nov, 20241-2 minutes
In this blog, you will learn:
- Why it is important for companies to help new starters settle in.
- 16 ways to help your new starter settle in.
- Discover more about our accountancy and finance recruitment services.
Looking for ways to help new members of your accountancy or finance team settle in?
Starting a new job can be overwhelming and for some people, it can take some time to find their feet within a new work environment. That’s why, ensuring new starters are welcomed into a new accountancy or finance role is of utmost importance. In our latest blog, we’re sharing 16 ways you can help a new starter settle into your team!
Why is it important for companies to help new starters settle in?
It’s very important a company helps new starters settle into their team as not only is this a reflection on a company’s overall culture and ethos, it’s also crucial for the overall success of the team.
As important as it is for a new member of staff to make a good impression on their employer, it’s also vital that an employer gives them a smooth and efficient start within their new position.
Whether you’re welcoming a new Accountant, Financial Advisor or Finance Analyst, a well-integrated onboarding process is essential for helping new employees feel valued and confident amongst their new colleagues. The more confident an individual feels within a team, the more effectively they will be able to contribute their ideas - which might be a breath of fresh air for an employer!
Additionally, a smooth transition into a new role reduces the likelihood of an individual deciding the role is not for them. High employee turnover can be costly and time consuming for a business, so start things off on the right foot and show your new starters that they have landed a great new job in a company that values their contributions, from the moment they walk through the door!
16 ways to help your new starter settle in
Here’s 16 ways to help your new starter settle in:
- Give them a tour of your office
- Shout about them on your socials
- Provide IT support
- Allow a shorter day
- Create a detailed welcome pack
- Provide the opportunity for first day feedback
- Consider where your new starter will sit
- Revisit your expectations
- Assign them an onboarding mentor
- Consider new starters working remotely
- Have some fun
- Spread the love with a little gift
- Organise a team lunch
- Showcase your company culture
- Create an FAQ sheet
- Take part in team building
Give them a tour of your office
Starting a new role in a big office space full of unfamiliar faces and rooms that all look identical can be overwhelming. Giving your new starter a tour of your accountancy practice or business is a great way to familiarise them with their surroundings.
Alongside showing different rooms and explaining their uses, we advise going in to more detail - for example, teach them how the coffee machine works, show them how they can book out rooms for meetings, explain where the cutlery lives - even the smallest details that might seem insignificant to someone who has worked in an office for years, can help a new person feel more at home.
If someone is particularly nervous on their first day, they might be too shy to ask so give them a detailed tour of their new surroundings to help them out.
Shout about them on your socials
If your accountancy firm or business is active on social media, a great way to make new starters feel welcome is to give them a shout out on your social media pages.
Introduce them alongside their new job title and responsibilities within the company - if they’re happy for you too, you could even include a picture of them!
A social media shoutout is also a great way to introduce your current employees to your new team members, especially if your company is based over several sites and not everyone is situated within the same office space.
Provide IT support
There’s a lot to learn when starting a new job, especially if your company uses different software and systems to a previous employer. Offering in-depth IT support to a new starter allows them to begin their role with minimal technical hiccups.
We advise having a new starters computer, files and applications set up and ready to go before they even step through the door. This will help to save time on their first day and allow them to dive in head first to their new role.
If your company has a dedicated IT team or you use external IT support, make sure your new starter knows how to access this help and what to do should a technical issue arise.
Allow a shorter day
Some companies find it beneficial to allow new starters to have a shorter day on their first day. This enables employees who are taking responsibility for the new starter to get themselves set up before they arrive.
A later start to the day can also benefit your new team member, as it might allow them to miss any early morning traffic. Should they get caught up in traffic or lost on a route they’re not familiar with, it could result in them arriving late and set them off on the wrong foot for their first day.
Create a detailed welcome pack
A welcome pack is the perfect way to summarise everything a new employee might need to know about your accountancy practice or finance team.
We advise including your company policies, a list of important contacts, health and safety information, a map of the office and a list of key dates. For accountancy practices, key dates might include National Accounting Day or tax season.
Have a think about any questions a new starter may have on their first day and try to answer these within your welcome pack!
Provide the opportunity for first day feedback
At the end of a new starters first day, we advise asking them for their feedback. Regular check-ins with a new employee is a great way to gauge how they are finding their new role and if there is any requirement for additional support.
If a new starter is nervous, they may be unsure about approaching senior members of staff with any questions they have, so giving them the time to catch up with you at the end of their first day is a great opportunity for them to clear anything up.
A feedback session will show a new starter that your company values their employees thoughts and puts emphasis on the wellbeing of staff. Additionally, by requesting feedback, you can fine tune your onboarding process for future new starters.
Consider where your new starter will sit
The position of someone’s desk within an office can play a big part in how integrated they feel within a team. If a new starter is sitting in the corner of the room, there is a chance they won’t have the opportunity to mingle with as many members of your existing team. This could result in it taking longer for them to come out of their shell if they are a more introverted person.
It’s important to note however that some people might feel overwhelmed if they are sat amongst big characters on their first day and this might actually make them feel more nervous. Therefore, we advise assessing this based on a person by person basis.
Revisit your expectations
Whilst a new starter should have a solid understanding of their new role and responsibilities, we advise taking some time on their first day to reiterate your expectations of them.
By doing so, everyone is clear on an individual's goals and your new starter can begin their new role with a positive outlook.
Taking the time to revisit expectations is also a great opportunity to discover more about your new starters personal and professional goals and how your company can help them meet these.
If your company has a promotion structure in place, show your new starter what they have to achieve to progress up the career ladder within your accountancy practice or finance team.
Assign them an onboarding mentor
Assigning a new starter with an onboarding mentor means they have a port of call to refer to for any questions or help they require within their first few weeks.
This might be their line manager or a member of your HR team, either way we advise assigning someone who has been at your company for a while and therefore understands your processes and will be able to assist in a number of areas.
Consider new starters working remotely
If your accountancy practice or finance team allows employees to work from home, it’s important they receive the same onboarding support that somebody in the office would. Your company may choose to set up multiple onboarding calls with your new starter before their first day to ensure they are happy with everything and ready to go on day one.
Despite working remotely, it might also be nice to invite your new starter into the office during their first few weeks so they can meet those who work from the office and put a face to a name.
Have some fun
A person’s first day can be busy, however it’s important to break up the serious stuff with a bit of light hearted fun. If your company has a meet the team page on your website, you could ask your new starter some fun quick fire questions to inject some personality into their profile.
Stuck for ideas? We love doing this at Spencer Clarke Group, check out who our Managing Consultant, Shannon McGarry, would have as her top table guest!
Spread the love with a little gift
A great way to show your appreciation to a new starter is to gift them a small gesture on their first day in the office.
This could be anything from a personalised water bottle to a calculator or branded notebook. Anything your new starter can make use of in their new role will be greatly appreciated.
Organise a team lunch
A team lunch is a great way to break the ice with new starters and get to know them outside of the office environment. Sometimes, people open up more when they are in a more relaxed environment so an outing at lunch time can provide new starters and existing employees the opportunity to build relationships.
This will enhance team morale and be beneficial to the overall success of your accountancy or finance team.
Showcase your company culture
Often, what encourages a person to apply for a new role is not just the job itself, but the overall culture of a company.
Therefore, it’s important that you showcase your company’s culture for real to a new employee. Whether your company likes to take part in fundraising events or you allow dogs into the office, ensure that the company culture you portray through your online presence is matched day to day for new employees.
Integrating new starters into the fabric of your culture is essential for their job satisfaction.
Create an FAQ sheet
A list of frequently asked questions is useful for new starters, especially if there are many new processes for them to learn.
We advise breaking down FAQs into different sections so they can easily locate the information they are looking for. For example, one section might cover company policies and another might cover questions such as how to lock up the office or what to do if there is a fire alarm.
A summary of FAQs means a new starter has access to information they need without having to find someone to assist them or worrying that they are asking a ‘silly’ question.
Take part in team building
Team building is an effective way to break the ice with a new starter. Activities such as escape rooms are a great way to have a laugh outside of the office, but also give your employees the opportunity to work as a team on something fun.
Accountancy recruitment services
As specialist accountancy recruiters, we support practices nationwide with their permanent recruitment needs.
Whether you’re searching for a tax, audit or payroll specialist, we will help you to find whoever you need to make your practice thrive.
If you’re struggling to fill a vacancy, why not get in touch with Management Consultant Lauren Bailey on 01772 954200 to see how we can help?
Accountancy jobs
If you’re searching for your next accountancy job, why not take a look at the latest vacancies, or simply upload your CV to be notified when a relevant position becomes available.
Meet Lauren Bailey
Who is Spencer Clarke Group?
Established in 2017, we’re a vibrant and progressive recruitment agency based in the heart of the North West.
We continually reimagine the recruitment process to challenge convention and defy expectations; from creating a better recruitment experience to remodelling employee engagement, we thrive off doing things differently and turning heads along the way.
We operate in two sectors:
In eleven specialisms:
Healthcare, Social Care & Nursing
Corporate Functions & Business Support
