Given the number of hoops an HR department often jumps through in the hiring of new people, it seems inconceivable that a company could then inadvertently “ruin” new staff.

However, according to author and business coach, David Finkel, it can and does happen. “Before you even hire, create a draft, written onboarding and orientation plan for how you’ll optimally bring that new hire on board – what will their first day look like? Their first week? Their first month? Who will they meet with and what topics will they discuss? he wrote in a blog.

Finkel added that new hires should be oriented on their responsibilities, the team they will be working with, the company culture, the market, products and services, as well as the internal company systems.

Finkel’s company has formulated six tips to address the issues of ruining new hires.

“Have all the infrastructure set up before your new hire starts so that they walk in to a powerful first “golden hour” of their first day on the job.”

“Use the job description as a checklist and lay out a timeline of how you’ll orient your new hire on each of the key responsibilities.”

“With each new hire, refine your orientation process so that it becomes better, faster, easier, and more consistent. “ .

“Give your new hire the “day in the life” experience of your customer. It will also help them connect their work to the real value they are creating directly or indirectly for your customers.”

“Do not try to do a 3-hour marathon session, break your orientation down into 30-60-90 minute blocks, with breaks between to meet more of your staff and get a tour of the office.”

 “Check back in with your new hire on a regular basis over the first 90 days of hire for feedback. This can be with a formal meeting, a scheduled meal, or even just an informal drop in visit to their workstation.”

Source:hrmonline.ca

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