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The Way New Hires Are Brought On Is Important


Once you have made a hiring decision, you might think the hard part is over. All they have to do now is go through your company training program and get settled in. Unfortunately, it’s not that simple. Getting started on the right foot with new hires is critically important. As the old adage goes, you only have one chance to make a first impression. Here is why the way new hires are brought on to your team is critically important.

They’ll Want The Job

New hires have their very first experience with your company when they read a job ad or are contacted by a recruiter. Employers therefore want their job ads to be tailored to attract the talent they are hoping to interview for each position. Do this by selling the reader on the company by highlighting benefits, salary, the company culture and why the position is meaningful. Only list as requirements what is truly required for the position and label everything else as a bonus. All utilized recruiters should be knowledgeable about the company and friendly.

When candidates are called in for the interview, they will meet the hiring manager and hopefully their new boss as well. This is also a critical moment when first impressions from all parties are made. Spend the interview evaluating the candidate as well as selling them the position. Facilitate a conversation so both parties can ultimately come away from the interview with the right information to make a decision. Do this by asking personal questions based on an individual candidate’s background and skillset as well as asking questions that will provide a clearer picture of base personality traits.

They’ll Be Prepared To Do The Job

Once the employee is hired and all the paperwork is filled out, the next step is proper training. Companies should always be evaluating their employee training programs and looking to make improvements. Ask employees who have completed the training for their feedback and make necessary improvements. Get the evaluation of an outside analyst for help if needed. Evaluate results of your training program empirically using data. An employee who is not trained well in their job or adjusted to the company culture during this phase is going to have problems down the road. They may make serious mistakes or grow resentful and leave. Properly invest in your employees and they will repay that investment with loyalty and hard work.

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They’ll Stay In The Job

Once the new employee has been hired, trained and has had time to adjust, the next step is to give them a good reason to stay in the job. Employers should always be constantly working to create a good work environment. Provide continuing education opportunities, advancement opportunities and rewards. Give employees greater responsibility so they will have the opportunity to grow.

Failing to demonstrate and make this clear during the hiring process can give employees very little reason to stay. Issues at any stage of the hiring process can drastically decrease employee retention. They may not have received all the training they needed and therefore underperform, leading to performance reviews and a frustrated employee who feels unwanted and wants to quit.

Evaluate the issue to determine the true source of the problem. This could be relations with other employees, relations with managers, inadequate training or simply a poor personality or skill match for an existing team. If possible, consider moving employees to other teams and other roles where they might be better suited. Finally, be sure to use any problems that appear later to evaluate your hiring and onboarding process. Work to fix existing problems and retain good employees. Don’t be afraid to let employees who are simply a poor match for the role go, however. These decisions, although difficult, will ultimately result in a better team.

The hiring process is always a delicate one. Any number of things could go wrong at any stage. Companies need to design the entire process to both attract and retain the best talent. Treat the way new hires are brought on with its due importance and you will end up with employees who are right for the role and who want to remain with the company.

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