Getting the Best Out of New Hires

Although “Bad Hires” are inevitable, an effective on-boarding process is the key to retaining “New Hires” who join your team. According to TLNT, one third of new hires quit their job after about six (6) months. Integration of new people into your ranks with minimal training can be detrimental to the company’s bottom line. If “New Hires” feel they are just being thrown to the wolves, they will not be with you long & you will waste valuable HR resources. We have a few pointers to improve your odds of hanging on to the ones who want to work.

Before Day One

Two points which to cover before your team meets their new coworker. The first step is to get as much “New Hire” paperwork out of the way before the start date. There is nothing quite like a stack of forms to fill out on your 1st day. Secondly, a casual text message or a phone call will alleviate some of the anxiety of starting a new job, being in the loop goes a long way.

Day One

You’re excited to introduce your “New Hire” pick to your team so you need to let your Receptionist know of their pending arrival. You should make a company-wide announcement of your new employee with information about them and what role they will be playing within the team and why. Include the new employee in the discussion through a quick email or message. A “New Hire” feeling welcomed and accepted is of the utmost importance on Day One.

On arrival, assign a mentor or buddy to the new employee to welcome them, answer questions, and for other casual introductions. Share the talents of your team & help them connect. All of this should lead up to a physical tour of the facility/office and make sure their soon-to-be supervisor discusses their role within the company and what is expected.

Week One

Orientation is the focus of Week One so the new employee can ease into their position. Pointing at a desk or work station and saying, “Have at it!” will assuredly become a failure you can hang your hat on. There are many items on the company checklist, which we all tend to take for granted and assume everyone knows about. Include & cover as many company practices as you can write down, i.e.

•  Handling & using company software and licensing.

•  Password policies.

•  Social media use and brand representation online.

•  Email protocols.

•  Workload expectations.

•  Decision-making processes.

•  Reporting & workflow hierarchy.

•  Goals and milestones.

•  Corporate Culture.

•  Communication during and after hours.

•  Safety protocols.

•  Cover the workflow and how work gets done.

Most importantly, do not forget the small stuff… from running the copier, or right down to where you keep the toilet paper. You want your new employee to know everything you know about your facility. Uncertainty breeds frustration, which leads to a negative impact on the teams work.

One Month & Beyond

Keep communication lines open by sharing the company’s long term goals and strategic objectives and how their efforts will play an important role in achieving those goals.

Finally, build confidence by sharing stories of past exploits to articulate the company culture. Share them with the “New Hire” so they may understand which stories are myth and which are truly legendary.