P.S. This can raise your bottom line
The HR Department works hard to find superb candidates and conveys the benefits, bonuses, positive culture, career growth, etc. of working for their company. The HR Representative offers the best candidate a position; and the candidate accepts and signs the offer letter. While some may view this as mission accomplished, it is just the beginning.
Demonstrating to the new hire how important and valuable he/she is goes a long way. Employee and Employer is a two way relationship especially for those highly sought-after individuals. While many companies officially use probationary periods with new employees, new hires may unofficially put the company on probation. After all, from the new hire’s job search, his/her resume is most likely still being circulated.
Here are some low-cost suggestions to maintain the new hire’s enthusiasm.
- Mail or give the new employee a “Welcome” card that communicates “Glad to have you on our Team” with the company’s logo on it.
- Prior to the new employee’s first day of work, set up his/her computer log-ins and permissions. Find out what software the new employee will need instead of giving him/her the minimum. From personal experience, it is frustrating to be excited about solving problems and making a positive impact—only to be sitting at a computer—either unable to log-on or not access applicable files. The longer this drags on, hours, days; this communicates that the employee’s job (and the person?) is not that important.
- In addition to having a company list with titles and phone numbers, provide a “Go-to” list.
For example:
Bill—Expense Reports, General Accounting Questions
Peter—Ordering Supplies
Sheryl—Technical Expert in XXXXXXX Corporate Capability
Tim—Technical Expert in XXXXXXX Corporate Capability
Bob—Admin questions (e.g. time-sheets)
Teresa—Local establishments, directions
While the list may eventually become second nature to employees, until that point, it saves time, energy, and frustration.
- Ask the new employee to set up meetings and interview 6-7 current employees. Interviews last between 15-30 mins and shall be conducted within the first month of hire. Ideally, the list includes a broad range of people with different expertise.
Sample interview questions:
-
- What are your roles and responsibilities?
- How long have you worked for the company?
- What are some helpful hints to navigate the company’s culture?
- What do you wish you knew when you were first hired?
- What is the best thing about working for the company?
- I understand that everyone is busy; but how about a Friday afternoon meeting
or while someone is driving/sitting in traffic?
Remember that on-boarding does not stop after the first day or first week. Set up official meetings for one month, three months, and six months after the new employee’s first day and check in with him/her. Inquire about the company’s culture and morale, not only about his/her job.
Companies spend a lot of time and money recruiting, paying referral fees, holding company functions (e.g. picnics, holiday parties); proactively taking care of small things can make a huge impact which ultimately raises the company’s profitability.
This blog is for informational purposes only. None of the content is, or will be deemed to constitute legal opinions or legal advice.