How can you use AssessioAI for successful onboarding?
Onboarding is an essential part of the hiring process. For your new hire to succeed and achieve the key objectives you expect, onboarding deserves as much attention as the hiring process.
AssessioAI onboarding tools help your new hires
Assimilate into the team and build strong working relationships with their closest colleagues;
Align with key stakeholders about their objectives and expectations for the role;
Understand the core strengths and development areas they should focus on in the first months.
Onboarding workshop manual
This manual guides you through the onboarding workshop with the new hire. Before the workshop, the new hire and the hiring team should complete their personal profiles on the Wisnio platform.
Set aside at least one hour for this onboarding workshop. You can do it with the whole team or between the new hire and the hiring manager.
This manual focuses on using AssessioAI data for an insightful onboarding workshop, which is just one part of the onboarding process, not the whole process itself. A proper onboarding process should cover the first 100 days.
Steps of the new hire onboarding workshop:
Watch this video to learn more about other parts of the onboarding process.
1. Review the Key Objectives
Start by analysing the key responsibilities and objectives for the role the candidate was hired for.
Key Objectives should be clear and well communicated so the new hire can understand what you expect from them. To make the Objectives more actionable, we recommend breaking them down into weekly goals for the first month and then going over to monthly Objectives.
Review the Key Objectives and discuss:
Are the Objectives clear and understandable?
Does the new hire understand the first steps they need to take to move closer to achieving their Objectives?
What kind of help or resources do they need from the organisation?
2. Review the Values Map
Go to the team where the new hire belongs and click on their avatar. This view focuses on showing the new team member in the team context.
The goal of reviewing the values map together is to help them understand the team culture and how their individual values compare to others.
Review the values map and discuss it together with the new hire:
1) How well do their individual values align with the team's core values?
💡The blue area represents the new hire, and the grey area represents the team profile. |
2) Do you see any potential “May Disagree” areas? Could those bring any challenges to the work environment? How could we take precautions to avoid possible conflicts?
💡Click through each value on the map to spot the orange “May Disagree” areas. People who place in the middle of the scale have a neutral opinion regarding this specific value. People who place on either end of the scale have strong opinions favouring or against this particular value. Having very different standpoints can cause some tension in the workplace. |
3) What motivates the new hire? How could the hiring manager and the team offer this work environment?
💡 The top green values on the value map also motivate your new hire. In contrast, the orange values have the lowest score and tend to unmotivate and even disturb the person. |
3. Review the Personality Map
The goal of reviewing the personality map is to understand what unique strengths the new hire brings to the team and how to leverage this to help the team work better.
It helps the new hire understand who they are working with, what are the unique strengths of each team member, and on which occasions they can rely on their team member’s strengths.
Review the personality map and discuss it with the new hire:
1) In which areas will they diversify the team?
💡Look for the "Diverse" or "Very Diverse" tags on the Personality Map. Diversity in personality traits only strengthens the team. That means the new hire brings some unique strengths to the team. |
2) How can they leverage their strengths in this team context?
Note: Their unique strengths are areas where the new hire has diversity in personality traits or generally differs from most of the team. Click on the "More on …." button to get more precise insights into what the new hire is stronger than the team. Discuss how you can use it to bring benefit to the team
 |
3) What kind of other people are in the team, and how are they different from the new hire? What should they consider when working with them?
💡 Review where other team members place on the personality scale and use it to introduce the people whom the new hire will be working with. Consider that people with different personalities tend to thrive in different situations or approach the same situation differently. It makes the team stronger, but the team members also have to accept each other ways of being. |
4. Review the Competency Map
Review their competencies from two angles. Firstly, how their competency map differs from the team and what strengths they will add. Secondly, how well their competencies match the competencies needed for this role.
Competency strengths in the team
Stay on the same page and scroll up to the competency map.
Review the map and discuss it with the new hire:
1) What unique or strong competencies do they add to the team?
💡The blue area represents competencies the new hire is confident in, and the grey area represents the team. Look for the competencies that are unique in this team context. |
2) How could the new hire put their strengths into use? Do you know which projects/areas they could contribute to?
💡Maybe you already have some tasks or projects where their strengths would be helpful. It allows them to collaborate with their team members and learn more from and about each other. |
3) Which competencies can they learn from others, and who in the team is strong in those areas?
💡You can develop competencies through training programs or peer-to-peer learning experiences. Pair up your new team member with someone confident in that area. |
Use WisGPT for more insights
You can use the WisGPT chat on the team member profile to get more insights into what you should focus on.
For example, you can ask questions like:
What are the potential conflict areas between this team member and the team? How could we prevent them?
What are the most crucial things the team should know about working with this team member?
What strengths does this team member bring to the team? Or what could they learn from the team?
What kind of tasks is this team member best at solving?
What motivates them the most?
