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.
Being a team player and knowledgeable enough to provide adequate training will be a full-time job. There are steps you need to take to make sure that the first day and first week of any new employee is successful. We suggest a few of the best practices to follow when onboarding new employees.
Spelling out clear job expectations to prospective employees is your responsibility, no theirs: you need to make sure before you hire anyone to your team that they are have a firm understanding of what will be expected of them.
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.
Be sure to outline these basic job expectations during the hiring process:
Setting up for success does require training, but it also requires that you bet your potential employees. Here are some advisable options to use when making a hiring decision:
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.
Second, write them out a plan or schedule. Not just during the first week is it important to have direction on the job. Being able to provide clear outlines of weekly or monthly goals will enable the employee to be successful and meet your needs.
The All-Important Interview The best opportunity to spell out job expectations is during the face-to-face interview. It's a chance to get to know your prospective employee, and to make sure he understands what he's potentially getting himself into.
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.
It's a lot easier to weed out problem employees before you hire them, as opposed to finding out you have to fire them after they've already received a few paychecks.
Being a team player and knowledgeable enough to provide adequate training will be a full-time job. There are steps you need to take to make sure that the first day and first week of any new employee is successful. We suggest a few of the best practices to follow when onboarding new employees.
Spelling out clear job expectations to prospective employees is your responsibility, no theirs: you need to make sure before you hire anyone to your team that they are have a firm understanding of what will be expected of them.
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.
Be sure to outline these basic job expectations during the hiring process:
Setting up for success does require training, but it also requires that you bet your potential employees. Here are some advisable options to use when making a hiring decision:
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.
Second, write them out a plan or schedule. Not just during the first week is it important to have direction on the job. Being able to provide clear outlines of weekly or monthly goals will enable the employee to be successful and meet your needs.
The All-Important Interview The best opportunity to spell out job expectations is during the face-to-face interview. It's a chance to get to know your prospective employee, and to make sure he understands what he's potentially getting himself into.
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.
It's a lot easier to weed out problem employees before you hire them, as opposed to finding out you have to fire them after they've already received a few paychecks.
About the Author:
The primary objective 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 mechanize their applicant onboarding processes.
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