5 Ways of Giving New Employees the Best Start

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5 Ways of Giving New Employees the Best Start

 28th Jan 2016

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January and February are traditionally very busy months in terms of new starters. Up and down the country, companies big and small are welcoming new colleagues, going through inductions and getting them settled in.

Here are our top 5 tips for ensuring your new starter get the best possible start.

  1. Introductions

noun 65005 ccBIt’s all too tempting to rush new team members around the building, vaguely pointing in the general direction of groups of people they’ll be working with, whilst pointing out where the toilets and fire exits are. Make time in the induction process to do proper introductions with, if not the entire organisation, as many people as the new person will be directly working with.

Ask each colleague to explain what their role is and, if possible, indicate how their role interacts with the new starter so begin to get an understanding of the process. Support this by making a seating chart available to eliminate the pressure of remembering everyone’s name and breakdown those ‘new job jitters’.

  1. Arrange Feedback Meetings

noun 16600 ccBBefore the induction gets in full swing take some time to book feedback meetings, the first being at the end of the day. This provides the new starter with the opportunity to stop and reflect on what is likely to have been a busy first day. They can then ask any pressing questions and voice concerns that couldn’t be expressed in an open forum. It also makes for a definitive conclusion to the day. No one likes having to ask permission to go home.

Subsequent meetings should be a week, four weeks and 8 weeks from then. These allow you both to review early performance, eliminate any concerns on either side and for you to gain valuable feedback on how effective the on boarding process has been.

  1. Values and Responsibilities

noun 19375CSet aside the morning to discuss the company’s values, goals, mission and strategy with the new starter. It will go a long way to making them feel valued and involved, even if they’re not going to be directly influencing those things. There’s also real benefit to explaining how their role will add value to the business.

This is also a good time to outline their responsibilities. Whilst they will have a good understanding of what a lot of those will be from the job description and interview/s, it is essential that they start with a full understanding of what is being asked of them and that they feel supported doing so.

  1. Be Prepared

noun 219338 ccBBefore their first day, make sure your new starter has everything they need. This includes access to a company/employee handbook, any policies or procedures that relate specifically to their role, the means to do their job: a computer with the appropriate software installed, logins etc. It communicates not only how professional and organised the company is but also how valued the new starter is to the business already.

Candidates who find themselves starting a new role without a computer, a login for the first day or so, or worse still a chair to sit on (it has happened), tend to end up back on the job market fairly quickly. No matter how much they wanted the job, an employee wants to feel valued first and foremost.

  1. Mentoring

noun 195244 ccColourIf your organisation doesn’t have a mentoring programme, consider setting one up. Assigning a team member to mentor a new starter can alleviate a lot of the anxiety surrounding starting a new job.

Mentors, aside from showing them the ropes, helping them with unfamiliar software and showing them the good places to get lunch, can answer the low level questions that the new starter may not want to bother their manager with. Like the name of someone or where to find the stationery cupboard.

Additionally, a mentor allows the process of training to become a much more natural process. Working alongside an experienced team member will make for calmer, more satisfying on boarding experience.

If we can be of assistance to you regarding your requirements, or on boarding through our Recruitment Process Outsourced service, contact us or submit your vacancies today. Alternatively you can contact our business development team on 01202 204081.

Alternatively if you have a background in aerospace, defence, energy or infrastructure and you’re searching for your next engineering or technical opportunity, register your details with us and one of our Talent Delivery Consultants will get back to you.

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