The task of hiring a new employee can be daunting. It’s crucial to hire the right person for the position, and make sure they are well adjusted.
If the new hire isn’t successful, the impact can be huge for the company, the rest of the team, and the hiring manager.
The cost of employee turnover can grow, the reputation of all involved can be damaged, and the cost of a bad hiring decision can be several times the individual’s first-year potential earnings.
Part of keeping good employees is making sure they are properly onboarded. It’s important that the hiring manager sets all new employees up for success.
Don’t assume that the interview covered all bases. Make sure the new employee not only understands the position, but also how to approach the job with the right mindset.
How To Properly Onboard A New Employee
Don’t leave it up to the “new guy” in the office to make friends at work. To help the new employee understand his/her new role, it’s important they know how other roles in the office affect theirs. Send out a new employee email to the rest of the office with a brief introduction of the new person coming on board, along with a description of the role they are filling. It’ll help all involved understand that person’s new role and how they can work together.
Aside from understanding what their new role entails, it’s important that the new employee understands the company policies. Giving the employee a handbook can help cut down on important issues like employee absenteeism and miscommunication, or even smaller ones like dress code.
A great way to help a new employee understand their new position is have them shadow another co-worker. This will give them the “hands on” training they need to understand the process. However, if the situation is fitting, don’t be opposed to letting them shadow in other areas of the company. This will give them a well-rounded understanding of how the entire company works, and not just their role.
It’s a good idea to set immediate goals with a new hire. Make sure they have a clear cut understanding of what they are starting out to achieve, and give them the tools they need to do it. From there, it’s a good idea to give feedback. Don’t wait until a quarterly review to address any red flags that might come up. Giving feedback right away will help the new employee be more successful.
Although giving immediate feedback to a new hire will give them quicker insight on where to make improvements, a good hiring manager will keep employee engagement up even after the first few weeks of onboarding. It’s a good idea to set meetings to continue to engage with the new employees. Some hiring managers suggest doing 30, 60, 90 day reviews to help keep the new employee on the right track, keep them excited, and help set new goals for them to achieve.
How To Improve Onboarding
Onboarding a new employee can take several months, not just a few weeks. It’s important that the onboarding process is always being reviewed and improved. It’s a good idea to measure the results of your onboarding process. Is the new hire still at the company? How long did they stay? What kinds of results is the new hire bringing in? And how is the rest of the team’s performance?
All of these things will play an important factor in how you continue to hire and onboard new team members.