Articles and News

Merrick, NY—You’ve hired a new employee. You’ve put a lot of time and effort into the search, the interview, and the reference checking. You’re as sure as you can be that you found the best candidate for the position--there are still some very important steps you must take to ensure the new hire proves to be the success you expect.

One of the most critical elements to future success is getting the new employee off to a good start; called “onboarding” in HR-speak. But some managers give this process short shrift, figuring that the employee handbook, a brief review of policy and directions to the restroom will suffice. It doesn’t. Just as the candidate strove to make a good impression on you in the interview, it’s equally important that your preparation for his or her first day leave a good impression as well. Here are some key tips to ensure the onboarding process leads to ongoing success. Before they start:

• Is everything ready in their workspace? Are the furniture and walls in good condition, not shabby? Does the door or desk have a lock, and if so, is it in good working order with the key there?
• Is the phone hooked up? Is the computer loaded with all the software, configurations, and permissions the employee will need? Has their email account been set up and put on the appropriate distribution lists? If the employee is to receive a company phone or tablet, is the device ready for use?
• Do you know what the employee likes to be called? Is he a Robert, a Rob, a Bob, or a Bobby?
• If the new employee is in sales, are business cards with his or her name ready for the first day on the floor?

All these should be ready before the employee’s first day on the job, says a management article on About.com. On the first day:

• Welcome them in person. Make sure you’re not stuck in a meeting when they arrive (or traveling) on their first day.
• Show them to their new space (prepared as above) and have a packet ready with any forms that need to be filled out that day plus all their login and email information, temporary passwords, and so forth.
• Conduct their orientation yourself if you can; if not, assign a mentor or buddy to assist and guide them through the first few days. Give a guided tour showing where everything essential is and, if your facility is truly large, a map.
• Introduce them to the team and other key people. They won’t remember everyone right away so introduce those that are most essential to their job first.
• Review store policies, work hours, time sheets, sales reports, and standing meeting times. Have a one-on-one meeting so they know what is expected and you can find out if they need anything.
• Have work ready for them to do as soon as they finish orientation. Don’t overload them but don’t let them sit idle wondering what they should be doing. The sooner they become productive the sooner your workload eases; isn’t that why you hired them in the first place?
• Have a quick check-in near the end of the first and second days to ensure that everything is going smoothly.
• Have a half-hour check at the end of their first week. The longer time will give you both an opportunity to address any issues that might be emerging.
• Celebrate their first month with a quick team meeting where you acknowledge the new person and any successes they have had so far.

Read more here.

Top image: Kineticdata.com