Hiring a new employee is usually an exciting experience, for both parties involved. As an employer, you are obviously looking forward to utilizing the new hire for all the reasons that you hired her in the first place; and your new employee is probably eager to begin a new step in her career.
All of this enthusiasm and optimism can quickly disappear if your new employee didn’t have accurate job expectations. Maybe you didn’t get around to discussing scheduling conflicts, and on the first day of work your new employee lets you know that he can only come into work on such and such days. Or, even worse, you neglected to discuss making accommodations for a disability.
Onboarding Tricks To prepare for the first day of new hire orientation, there are a few basic questions to ask. How many individuals will you be hiring today? How many will be attending the training? If there are overlaps in the departments, can I do breakout groups? What paperwork is required of all new hires? What training is important? Being able to answer a few of the basic questions that arise during the first days is important. Not only for your team internally but for the new hire. In addition, there are several things you need to round up:
1. Desk Set Up: Do you have all the needed equipment? A computer, mouse, keyboard? Are you going to provide them with a pen and notebook for the first day? 2. HR Paperwork: While nobody really loves to do paperwork, it is required. Your employees will need to be notified that they need to bring forms of ID for your HR team. They will need to sign any confidentiality agreements, contracts, and insurance paperwork during the first week. 3. Training Time: If you were doing the trainings, it would be nice to be thoughtful and prepare for the trainings. Help the employee adjust by having the needed details about their job. If it won’t be you doing the trainings, you need to make sure that whomever is training will be prepared or notified.
Many applicants will be able to handle talking to people – but that doesn’t mean they have the skills to explain how to upload on online rental agreement. The customer service agent will NEED to be able to understand and work the software on his or her own. This is something that not every applicant can do.
Role Each employee plays a role that fits into the needs of your company. This is kind of a more in-depth explanation of the job title. In order to fulfill the functions of his job title, a new hire has to know how he is expected to interact with other workers. He should understand how his role contributes to the success of the company as a whole.
Specific Skills If you hire someone who doesn’t have the specific skill set that you need, then that’s on you. Maybe you use Excel a lot in your office: don’t forget to include that specific skill in your list of job expectations. What if you expect a new employee to have specific construction skills? Outline all necessary skills in the hiring process, so you don’t have to spend valuable time and money on training an inexperienced employee.
Soft Skills Every job requires soft skills. These are things like motivation, communications skills, and the ability to work well under pressure. Don’t overlook these essential skills-an employee is likely to be more stressed and have less job satisfaction if she starts the job without understanding all the soft skills required of her.
Next, do not neglect to introduce them to the office. No matter the size of your company, it is important for everyone to be acquainted with the new face. Being able to meet everyone will also help your employee start creating a network and eventually making friends. And what would work be if you hated everyone you worked with?
Lastly, get them introduced to the culture of the company. Being able to sit down in a one-on-one meeting will provide you the chance to provide them tips or tricks, reset expectations, and give advice. If your culture is a buttoned-up, arrive at 8 AM company, you need to tell the newbie that. If you are more of the fluid, daily Ping-Pong games required nature that is also important to know. Tell new hires about things your company does for fun, how they dress, and what is monitored.
Your success in getting people through the first week will determine how often you lose employees. Create a workplace where employees have a sense of responsibility and purpose- this will ensure long-term relationships. When you go through less training, you can find stability in the company unlike anything else you have experienced.
The primary goal of Onboarding Systems is to facilitate applicant onboarding by providing a brandable and highly configurable online applicant screening software and light weight Applicant Tracking System (ATS). Onboarding Systems works through resellers and directly with organizations needing to automate their applicant onboarding processes.
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Best Tips For Onboarding
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