Hiring Wisdom: A New Job Is a Really Big Deal – For Them AND You

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Whether it’s a first job, the tenth job, or a promotion (even a lateral one), a new job is a big deal.

That’s why a new employee’s first day is the perfect opportunity for you, as the manager, to leverage the power of first impressions and ensure the company gets a positive ROI on the time and money it took to recruit, select, and train your new hire.

Onboarding ideas you should consider

Here are some ideas we know work well:

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  • Send a welcome packet to their home address that arrives at least a few days before their first day.
  • Put a welcome sign in their work area or a note on their desk signed by all of their co-workers.
  • Give them a complete tour of the facility right away so they get the lay of the land and know where the restrooms, break rooms, exits, and safety gear are.
  • Make sure someone takes them, or at least goes with them, to lunch.
  • Give the new hire a bag of candy bars and tell the rest of the staff that if they stop by and introduce themselves they can collect a candy bar.
  • Give the new person a company hat, t-shirt, or coffee cup.

What do you do on Day One to make new employees feel like valued members of the team? I’d welcome your input below.)

This was originally published on Mel Kleiman’s Humetrics blog.

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.

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1 Comment on “Hiring Wisdom: A New Job Is a Really Big Deal – For Them AND You

  1. Here’s another example of how onboarding will work. I install this process in my company. I assembled a cadre of volunteer managers at all levels to be a part of a process that introduces new employees to the company. When a new person was hired (at any level) the volunteer manager would call the employee at home and welcome them to the company. They also arranged to meet the employee on their first day, take them to lunch (on the company) and act as a link between them, HR and the hiring manager. After hire, the volunteer manager would contact the new employee for a few weeks after their first day and answer any questions, or forward their question to the hiring manager, or the HR department. In short, create a process that tells the employee they are important, we welcome them to the company and their new job, introduces them to the cultural issues in the company and how the company usually treats them. It works! Try it!

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