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One of the biggest challenges facing HR today in 2013 is effectively orienting a new recruit for their first day in a new job.
I remember starting a role in the past where on my first day I was plonked in front of a PC and given a myriad of bewildering manuals to read. Straight away I felt like I was on the back foot and overwhelmed with the amount of information I was expected to immediately take on board.
It also created a very negative view of the business and left me questioning whether or not I’d made the right move.
So what can you do to avoid putting your new recruit on the back foot when they start with your business?
New Recruit: Start the process before Day One
With a first day often being quite daunting for a new recruit, why not ease them in gently by contacting them prior to their commence date and giving them a low down on what they can expect on their first day?
If possible, why not have the new recruit come into the office to fill out the necessary HR paperwork and get them set up with IT? You could even buy them lunch and introduce them to a few of their team members.
New Recruit: Engage your employees on Day One
It’s true that every position has its share of mundane tasks, but day one isn’t the time to bombard them all at your new recruit.
Just as the new employee will be keen to make the right first impression on their first day, likewise as a manager you should ensure that you give them a good first impression of you and the company.
A lot of people will decide whether or not to stay with a company long-term during their first days in a new job.
Therefore, try and give them a task on their first day that will get them using their grey matter and one that taps into their creativity. This could be from something as simple as a bit of research or taking them along to a meeting and involving them in some brainstorming.
This should demonstrate to your new recruit their importance to the business and that from day one you are valuing their contribution and it should also begin to inspire some productivity and loyalty towards your company.
New Recruit: Mentoring and building relationships
It may sound a bit leftfield, but a new starters’ first day lunch is one of the most important experiences to get right for the new recruit. Their experience will solidify that they are a culture fit or may illustrate that they are not.
To encourage the former, set your new recruit up to have lunch with colleagues or if it is appropriate, take them to lunch yourself. After day one, make it a regular occurrence to ask the new recruit about their working style and how you can support them in their position. Let your new employees get to know you too.
When it comes to mentoring, this is a two-way relationship. When you act as that mentor for your employees, particularly your young professionals who may be in their first job, you are inviting them into the company family.
New Recruit: Summary
You have the opportunity to create a significant, long-lasting positive impact on your new recruit by following these simple and effective tips. The most important thing is that you start it by day one!
What are your strategies for making day one a success for you and your new recruit? How do you get your newest employees oriented, integrated, and delivering results as efficiently, effectively, and energetically as possible?
Thanks for reading and should you require any further assistance with your onboarding strategy or if you are looking to recruit, don’t hesitate to get in touch with me here, or you can join the LinkedIn Response Knowledge Network here.
Otherwise feel free to get in touch with me personally, via Twitter or LinkedIn using the links below.