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.
As the hiring manager or supervisor of the new employee, it is your job to really assist in the learning process. But there are things you can do from an early stage in hiring to make sure that onboarding will go smoothly. It starts with really qualifying your potential employees; it is always advisable to make use of things like applicant screening software to narrow down the search. Once you have the right people to interview, you can begin your steps towards hiring and training the right person.
Onboarding Tricks To prepare for the first day of new hire orientation, there are a few basic questions to ask. How many individuals will you be hiring today? How many will be attending the training? If there are overlaps in the departments, can I do breakout groups? What paperwork is required of all new hires? What training is important? Being able to answer a few of the basic questions that arise during the first days is important. Not only for your team internally but for the new hire. In addition, there are several things you need to round up:
If you don't take the time to do this, then you shouldn't be surprised when they show up to work with wild ideas about what their job entails.
Getting the new bodies in the door, trained, and ready to do their job is what you are all about. Knowing that you are just as smart as the applicant screening software will drive you. Being able to have self-sufficient employees is totally based on the tools provided to them. Your enable those new hires to do a good job when you prep their first week. Don't let things fall to the wayside, even if you do new hire orientation weekly. Every employee is important to the company.
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:
First, do not misrepresent the job during the interviews. Be honest about the job details, objectives, and hours. If people make well-informed decisions - with a clear direction for the company's goals they can tell you if they are a good fit. Being open about what you want and need from them will be important the whole time they work for you.
Always Check References: people can load their resume, and yes, they can also provide fake references. But call around to employers that have recently worked with the individual to really get an idea of their work ethic and abilities. Provide Regular Training: once you have the body in the seat and the first trainings are done, don't forget to train on updates. As things develop in your company you need to make sure that everyone stays aware of these changes.
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.
As the hiring manager or supervisor of the new employee, it is your job to really assist in the learning process. But there are things you can do from an early stage in hiring to make sure that onboarding will go smoothly. It starts with really qualifying your potential employees; it is always advisable to make use of things like applicant screening software to narrow down the search. Once you have the right people to interview, you can begin your steps towards hiring and training the right person.
Onboarding Tricks To prepare for the first day of new hire orientation, there are a few basic questions to ask. How many individuals will you be hiring today? How many will be attending the training? If there are overlaps in the departments, can I do breakout groups? What paperwork is required of all new hires? What training is important? Being able to answer a few of the basic questions that arise during the first days is important. Not only for your team internally but for the new hire. In addition, there are several things you need to round up:
If you don't take the time to do this, then you shouldn't be surprised when they show up to work with wild ideas about what their job entails.
Getting the new bodies in the door, trained, and ready to do their job is what you are all about. Knowing that you are just as smart as the applicant screening software will drive you. Being able to have self-sufficient employees is totally based on the tools provided to them. Your enable those new hires to do a good job when you prep their first week. Don't let things fall to the wayside, even if you do new hire orientation weekly. Every employee is important to the company.
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:
First, do not misrepresent the job during the interviews. Be honest about the job details, objectives, and hours. If people make well-informed decisions - with a clear direction for the company's goals they can tell you if they are a good fit. Being open about what you want and need from them will be important the whole time they work for you.
Always Check References: people can load their resume, and yes, they can also provide fake references. But call around to employers that have recently worked with the individual to really get an idea of their work ethic and abilities. Provide Regular Training: once you have the body in the seat and the first trainings are done, don't forget to train on updates. As things develop in your company you need to make sure that everyone stays aware of these changes.
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.
No comments:
Post a Comment