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Onboarding

Best Practices for New Employee Success

Onboarding: the extended, proactive support process by which newly placed leaders successfully transition and integrate into their new rols and organizations.

Did you know:

  • 4% of new hires mentally leave after the first day of employment?
  • Counteroffers by the former employer or other "suitors" often come 14-28 days after the start date.
  • A higher percentage of candidates are accepting counter offers

So what can you, as an employer do to make sure this doesn't happen to you?

Below are tips that will not only welcome your new employee but help ensure that they will make it through the most crucial, first 90 days of employment.

  1. Post an internal memo to all managers
  2. Write an industry press release and distribute as soon as possible
  3. Make sure work area, phone, computer and business cards are ready for their first day
  4. Take them to lunch on their first day
  5. Assign a peer mentor to check in with the new employee on a daily basis
  6. Ensure that payroll and first paycheck are done correctly
  7. Ensure any other benefits are resolved before candidate starts
  8. Set up key 'introduction' meetings with key partners and clients
  9. Have your search consultant or recruiter monitor the risk for counter or other offers by regular communication.

How your new employee starts off with your company will largely dictate the employee's receptivity to counteroffers or other opportunities, company tenure, as well as job performance.

 

To learn more onboarding success strategies for your company and your new employee, read The First 90 Days - Critical Success Strategies for New Leaders at all Levels - Michael Watkins.

 

 

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7 Easy Steps to Creating a Positive Employer Brand When Hiring

In the previous article, we discussed several reasons how the interview process can create a negative impact on your employee brand. In this article we will outline seven easy steps an employer must do to create a positive first impression.
1. Treat every candidate with dignity and respect. You eventually need to offer one of them a job, so why burn bridges by being rude or inconsiderate? If they are visiting from out of town, treat them as you would a customer.
2. Help candidates feel relaxed. Even if part of a day visit includes a stress interview or role-play situation, you ultimately want to get to know the “real” John or Mary Doe. Avoid making them feel perpetually on guard.
3. Have an interviewing schedule and stick to it. Companies have learned they can start meetings on time, so why not interviews?
4. Don’t interview prematurely. If the position description, title and compensation plan have yet to be ironed out, it’s senseless to waste the time of candidates, search consultants, your associates and (of course) yourself.
5. Make sure every person in the interviewing process has a role to play. There’s no need to have ten people recite the same litany of questions – or, worse yet, not have any to ask. What perspective will each bring to the task?
6. Don’t neglect to sell the organization, the position and the person to whom it reports. Well-prepared candidates will have accumulated lots of information about your company, not necessarily all positive. Show why your organization should be the next (and maybe final) destination in that individual’s career.
7. Send positive signals to the chosen few. Even though you are looking for positive buying signs from interested candidates, it’s some-times easy to forget that they are looking for the same from you. Successful hiring is like a love affair, not a poker game.