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:
Take for example, a resident screening software company, focusing on the customer service division of the company. Not only does your new applicant need to be able to communicate well with customers, but they also need to be able to problem solve, manage stress, and clearly understand their role.
Getting the new bodies in the door, trained, and ready to do their job is what you are all about. Knowing that you are just as smart as the applicant screening software will drive you. Being able to have self-sufficient employees is totally based on the tools provided to them. Your enable those new hires to do a good job when you prep their first week. Don't let things fall to the wayside, even if you do new hire orientation weekly. Every employee is important to the company.
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?
* Prepare their workstation and stock with needed items, like a computer. * Deliver the HR paperwork to the employee or HR. * Schedule meetings and trainings to get them familiar with what you do. * Schedule one-on-one meetings to get updates and feedback * Bring them into the culture and ensure their success by introducing them around.
Getting the right people is doing better than throwing out an online rental application for the short-term employee. Hire smart, hire for keeps, and do what you can to keep employees. Being a team player, training them to do their job, and having a fun culture will keep your employees happy.
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:
Take for example, a resident screening software company, focusing on the customer service division of the company. Not only does your new applicant need to be able to communicate well with customers, but they also need to be able to problem solve, manage stress, and clearly understand their role.
Getting the new bodies in the door, trained, and ready to do their job is what you are all about. Knowing that you are just as smart as the applicant screening software will drive you. Being able to have self-sufficient employees is totally based on the tools provided to them. Your enable those new hires to do a good job when you prep their first week. Don't let things fall to the wayside, even if you do new hire orientation weekly. Every employee is important to the company.
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?
* Prepare their workstation and stock with needed items, like a computer. * Deliver the HR paperwork to the employee or HR. * Schedule meetings and trainings to get them familiar with what you do. * Schedule one-on-one meetings to get updates and feedback * Bring them into the culture and ensure their success by introducing them around.
Getting the right people is doing better than throwing out an online rental application for the short-term employee. Hire smart, hire for keeps, and do what you can to keep employees. Being a team player, training them to do their job, and having a fun culture will keep your employees happy.
About the Author:
The primary objective of Onboarding Systems is to facilitate applicant onboarding by providing a brandable and adjustable 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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