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In order to keep up with growing demand for Blue Signal's recruiting services, we recently welcomed 11 new additions to the Blue Signal staff. With these experienced and diverse extensions of our team, Blue Signal is on track to make more placements in 2020 than ever before. We're excited to introduce the newest members of our staff!
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As a hiring manager, you’ve done the hard part, going through endless levels of interviews to find the perfect candidate and now, it’s the start date. For a new hire, starting a new job can be exciting, overwhelming, and nerve wracking. Some people approach their new career with elation and confidence, ready to take on their responsibilities. However, some employees dread the first day - worried about the people they’ll meet, their supervisors’ management style and even where they will sit at lunch. Successfully integrating new hires into company culture is one of the most important hiring processes and can be a determining factor in your new hire’s career-span within the company.
Your new employee has already had a great first impression with their candidate hiring experience, now, it’s more crucial than ever to continue to impress them with your company culture and keep that excitement and momentum going. Here’s a 4-step guide to the process of making new employees feel comfortable and part of the team from day 1.
One way companies can introduce company culture to new hires is to start the process before they even arrive. When sending out materials to introduce them to the job, include internal materials that gives your new employee an inside look into the personality of the company. Take advantage of what is typically a to-the-point welcome letter to prepare your new hire for what they can expect on the first day in a fun and creative way. Providing them with a FAQ sheet, recommendations around the area, and a set first-day agenda can eliminate some of the worries and questions they may have upon arrival.
We’ve all played getting-to-know-you games as kids in school, and whether we liked them or not, they were undeniably effective at breaking the ice and encouraging interaction. Icebreakers and team facilitation activities are a great way to ease some of the tension your new hire may be feeling. Social media is also becoming a new and innovative way to create connections between employees. Help your employees merge into the company by encouraging them to follow company social media accounts, along with adding them to a private social network for your company. A private social network, such as a private Facebook group, allows employees to participate and feel active in conversations in a less formal setting. Ultimately, it comes down to implementing interactive opportunities to create a strong dynamic for your company culture.
Regardless of the amount of time your company has been established, company culture is something that is present from the very beginning. Unless you are the CEO or have been with the company from the ground up, chances are that you have had to go through the onboarding process as well once upon a time. It’s easy to forget the impressions and questions you had on your first day, but it’s critical to put yourself into their shoes and make them feel as comfortable and supported as possible. Remember, as a new employee, questions will be asked and mistakes will be made; these are expected and should be looked upon as a learning experience for both the new employee and manager. Putting in effort to realize that you were in the same position at some point in time allows a certain level of respect and rapport to be built.
The number one place where companies fall short in the onboarding process is following up with your new hire to ensure they are understanding and enjoying their work. One of the easiest ways to guarantee long-term employment is to onboard them correctly and not let employees fall off your radar. According to the 2018 Recruiter Nation Survey from Jobvite, 39% of talent professionals dedicate between 1-3 business days to onboarding. Although it may involve increased efforts from larger companies, onboarding should be a priority and last weeks or even months as necessary. In addition to habitually checking up on your new hire, a simple follow up email is a valuable way to gain feedback and opens up an honest communication forum between all levels of authority.
Some of the biggest onboarding challenges are inconsistent applications, manager accountability and competing priorities. Adapting a new employee to the company culture and ensuring their success needs to be a priority to guarantee a positive experience. Keep in mind, helping your new hire fit into company culture can be simplified with these 4 easy steps: begin onboarding before the start date, create fun opportunities to meet coworkers, put yourself in their shoes, and follow up.
Are you a hiring manager or talent acquisition professional looking to expand your team? Ask us how we can help coach your onboarding process as needed! Blue Signal’s search process continues to impress our clients and our recruiters are dedicated to finding top talent within any industry.
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Closing the deal on a new hire can be a relief, but a signed job offer is not the end of the hiring process. New employees need a strong onboarding program to become truly effective. When a hiring manager invests time in a new employee in their first few months, the employee becomes a net contributor much faster.
Changing jobs is stressful. During the transition to a new job, small gestures make a big difference. Send the new employee a handwritten note or small gift to welcome them to the team. Ease difficult family transitions—such as selling and buying a house and relocating—wherever possible. This is especially appropriate if the employee is making a big relocation. Provide helpful materials so that the employee knows exactly what to expect on day one:
Make the new employee feel like part of the team before they even arrive for their first day. It will make the transition easier and faster. It is natural to feel nervous and even doubtful when starting a new job, so create an environment that welcomes them.
On their first day, make sure everything in the office is ready for them. They should have a fully furnished work area—do not make a new employee sit around on day one with no computer! They will need strong guidance for the first few days as they get their bearings, so give them a clear agenda to guide their activities through the day.
Providing a organized workplace set-up makes a big difference in welcoming a new employee.
Meet regularly (ideally, daily) in the first week or so to follow-up on tasks, training, and daily activities. This will give them a structured time to bring up questions and challenges and solve them quickly. Get the employee’s input and feedback on their progress and monitor their work with a positive approach, providing resources where possible.
Provide all necessary office supplies, and a few branded company gifts, like a t-shirt in their size. The rest of the team should know the person’s name and a little bit about them. Send a welcome email to the new employee and CC the rest of the office. Take the whole team out to lunch on the first day, or even better, several times within their first few weeks. Where possible, help the new employee create relationships outside of their formal reporting structure, which will give them a sense of belonging and security, and also enable them to learn from many colleagues instead of relying solely on their direct supervisor.
Investing time and money in the employee onboarding process pays off. It helps new hires to build momentum towards being a net contributor. Laying a strong foundation during the onboarding process will result in happier and more productive employees.
Remember the last time you started a new job? I do. I was immediately transported to middle school P.E. class where I had been deemed hopelessly un-athletic by a crowd of my peers. There I was at my new job, left to fend for myself. Left to figure out what the internet password was. Left to learn where the coffee grounds were stored. This is the story of many new hires.
The onboarding process at your company shouldn’t resemble any type of embarrassing preteen feelings for your new hires. So why do so many first days begin like this? Your new employees proved themselves to you during the hiring process – we can help you prove yourself to them once they get started.
First impressions are everything. BambooHR surveyed 1,000 new hires and found that nearly one-third of them had quit their job within 6 months of starting it. In plain English, that means that no one got them up to speed within their position or company culture, so they left.
The goal is to create a mutually beneficial relationship between your company and the new hires.
Have your new hires’ desk set up with their computer and phone. Have paperwork and payroll set up. This gives the new hire a great welcome and shows them how organized, professional and important they are to your organization.
Source: shrm.org
As human beings we focus on making immediate connections with our boss, direct reports, etc. But having weak relationships with the rest of the staff can breed alienation and cause conflict down the line. Encourage the whole team to get to know the new hire right away. Invite the entire staff to a game night or have a company lunch. This allows the team to connect as human beings rather than just coworkers in a more comfortable setting.
Throughout the entire hiring process you’re creating a company reputation. How you call, onboard, greet, and portray yourself reflects how your company does business. In this short window of time new hires decide if the position will be a good fit long term. Building a trusting relationship with your new hires and demonstrating you have good relationships with all current employees will make a new hire feel welcomed and want to stay. If there is disconnect between the way you work and how you portrayed yourself during the interview process, you’re likely to lose your new hire to a company which stands by its core values.
Make your new hires feel like there’s more communication happening than they can handle. If you’ve ever worked for a company that didn’t communicate, you know exactly what I’m talking about. Poor communication and lack of transparency in your organization creates uncertainty, rumors and poor teamwork which can ultimately lead to company morale deterioration. Make sure your new hires know that questions are welcome at all times.
Don’t make them feel isolated like an awkward last pick in middle school P.E. class. Schedule regular check-ins with appropriate staff to ensure the company and the new hires are giving and receiving valuable feedback. The more often you meet, the more you’re able to gauge their happiness and make improvements on what could be changed. Having an open dialogue is proven to improve retention rates.
A great onboarding process conveys organization, pride in company culture, and accountability to new hires. The most expert, talented and innovative workers can get paid well anywhere. What’s going to distinguish your company from the competition? Hopefully not leaving them standing alone, waiting to be asked to join your team.
Want more onboarding advice? Contact us at [email protected].
