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Helping a New Hire Get Off to a Good Start

Posted by Eric Friedman

new hire good start

Helping new employees get off to a good start can have big benefits for the company as well as the new hire. In addition to increasing morale, it can save the company money and time, increasing the productivity of the new hire as well as the whole team.

Since not understanding what is expected and a lack of proper training are common reasons for employees to leave, putting the effort into starting a new hire off right can save the company the cost of finding another new hire. In addition, misunderstanding of job functions or company policies can result in lost revenue.

The best approach starts at the job interview, where company expectations for the position should be made as clear as possible. A detailed description of the job functions can help determine whether it’s a good fit, from both sides of the hiring equation.

On a new employee’s first day, providing all the relevant material should be made available, including:

  • a written description of the position’s responsibilities, outlining current and future objectives
  • the company mission statement and general philosophy
  • current company brochures
  • information about the company’s history
  • an organizational chart that shows how the new position fits into the whole
  • names and contact information for staff members, along with their areas of responsibility
  • all of the necessary administration and benefit forms

Make yourself available on the first day, as much as possible: allow enough time for a real orientation meeting, and give the new employee your undivided attention during it.

Give the new hire an opportunity to meet coworkers, specifically those he or she will be working closely with. Set up a meeting in which current employees share about their roles, and how they will interact with the new hire. You could also assign a “buddy” or mentor for the new hire, someone they can go to for more information or help.

It’s important to provide ongoing orientation and training, as needed, to help the new hire become competent and comfortable in a new job. Be sure to also set up regular check-ins for the employee, since adjusting to a new job is an ongoing process.

Executive Mentoring 101

If your company doesn’t have a mentoring program in place, consider starting one up. The benefits of being mentored range from increased knowledge and experience to gaining a completely new perspective on your career and life. And being a mentor can have unexpected advantages as well.

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About Eric Friedman

Author

Eric Friedman is the founder and CEO of eSkill Corporation, a leading provider of Web-based skills testing for pre-employment and training. With academic degrees in Psychology and Business, and experience with both mature and expansion-stage company growth, Eric has focused on how best to hire and motivate team members to be the best they can be for their companies.

3 COMMENTS Join the discussion
  • Richard Garett January, 21, 2013

    No matter how easy you get on with other people adjustment to new environment may be very stressful and can be compared to your first day at school. So apparently you’ll feel better if there’s a friendly face ready to aid you in the case of difficulty.

  • Frank Donovan January, 23, 2013

    Onboarding is one of the most important stages of recruiting process. After you calculate the cost of finding and training new employee, you definetely wouldn’t like to lose him/her because of hostile atmosphere.

  • Sheila January, 24, 2013

    Everyone has been a newbie at least once in their life and we have to understand the feelings of a person who enters unexplored environment. New employees must be helped to settle in, otherwise they may fail to perform well.

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Guest January, 24, 2013