Hiring a new employee is usually an exciting experience, for both parties involved. As an employer, you are obviously looking forward to utilizing the new hire for all the reasons that you hired her in the first place; and your new employee is probably eager to begin a new step in her career.
As the hiring manager or supervisor of the new employee, it is your job to really assist in the learning process. But there are things you can do from an early stage in hiring to make sure that onboarding will go smoothly. It starts with really qualifying your potential employees; it is always advisable to make use of things like applicant screening software to narrow down the search. Once you have the right people to interview, you can begin your steps towards hiring and training the right person.
Spelling out clear job expectations to prospective employees is your responsibility, no theirs: you need to make sure before you hire anyone to your team that they are have a firm understanding of what will be expected of them.
Take for example, a resident screening software company, focusing on the customer service division of the company. Not only does your new applicant need to be able to communicate well with customers, but they also need to be able to problem solve, manage stress, and clearly understand their role.
Getting the new bodies in the door, trained, and ready to do their job is what you are all about. Knowing that you are just as smart as the applicant screening software will drive you. Being able to have self-sufficient employees is totally based on the tools provided to them. Your enable those new hires to do a good job when you prep their first week. Don't let things fall to the wayside, even if you do new hire orientation weekly. Every employee is important to the company.
Role Each employee plays a role that fits into the needs of your company. This is kind of a more in-depth explanation of the job title. In order to fulfill the functions of his job title, a new hire has to know how he is expected to interact with other workers. He should understand how his role contributes to the success of the company as a whole.
Specific Skills If you hire someone who doesn't have the specific skill set that you need, then that's on you. Maybe you use Excel a lot in your office: don't forget to include that specific skill in your list of job expectations. What if you expect a new employee to have specific construction skills? Outline all necessary skills in the hiring process, so you don't have to spend valuable time and money on training an inexperienced employee.
Always Check References: people can load their resume, and yes, they can also provide fake references. But call around to employers that have recently worked with the individual to really get an idea of their work ethic and abilities. Provide Regular Training: once you have the body in the seat and the first trainings are done, don't forget to train on updates. As things develop in your company you need to make sure that everyone stays aware of these changes.
The All-Important Interview The best opportunity to spell out job expectations is during the face-to-face interview. It's a chance to get to know your prospective employee, and to make sure he understands what he's potentially getting himself into.
* Prepare their workstation and stock with needed items, like a computer. * Deliver the HR paperwork to the employee or HR. * Schedule meetings and trainings to get them familiar with what you do. * Schedule one-on-one meetings to get updates and feedback * Bring them into the culture and ensure their success by introducing them around.
Getting the right people is doing better than throwing out an online rental application for the short-term employee. Hire smart, hire for keeps, and do what you can to keep employees. Being a team player, training them to do their job, and having a fun culture will keep your employees happy.
As the hiring manager or supervisor of the new employee, it is your job to really assist in the learning process. But there are things you can do from an early stage in hiring to make sure that onboarding will go smoothly. It starts with really qualifying your potential employees; it is always advisable to make use of things like applicant screening software to narrow down the search. Once you have the right people to interview, you can begin your steps towards hiring and training the right person.
Spelling out clear job expectations to prospective employees is your responsibility, no theirs: you need to make sure before you hire anyone to your team that they are have a firm understanding of what will be expected of them.
Take for example, a resident screening software company, focusing on the customer service division of the company. Not only does your new applicant need to be able to communicate well with customers, but they also need to be able to problem solve, manage stress, and clearly understand their role.
Getting the new bodies in the door, trained, and ready to do their job is what you are all about. Knowing that you are just as smart as the applicant screening software will drive you. Being able to have self-sufficient employees is totally based on the tools provided to them. Your enable those new hires to do a good job when you prep their first week. Don't let things fall to the wayside, even if you do new hire orientation weekly. Every employee is important to the company.
Role Each employee plays a role that fits into the needs of your company. This is kind of a more in-depth explanation of the job title. In order to fulfill the functions of his job title, a new hire has to know how he is expected to interact with other workers. He should understand how his role contributes to the success of the company as a whole.
Specific Skills If you hire someone who doesn't have the specific skill set that you need, then that's on you. Maybe you use Excel a lot in your office: don't forget to include that specific skill in your list of job expectations. What if you expect a new employee to have specific construction skills? Outline all necessary skills in the hiring process, so you don't have to spend valuable time and money on training an inexperienced employee.
Always Check References: people can load their resume, and yes, they can also provide fake references. But call around to employers that have recently worked with the individual to really get an idea of their work ethic and abilities. Provide Regular Training: once you have the body in the seat and the first trainings are done, don't forget to train on updates. As things develop in your company you need to make sure that everyone stays aware of these changes.
The All-Important Interview The best opportunity to spell out job expectations is during the face-to-face interview. It's a chance to get to know your prospective employee, and to make sure he understands what he's potentially getting himself into.
* Prepare their workstation and stock with needed items, like a computer. * Deliver the HR paperwork to the employee or HR. * Schedule meetings and trainings to get them familiar with what you do. * Schedule one-on-one meetings to get updates and feedback * Bring them into the culture and ensure their success by introducing them around.
Getting the right people is doing better than throwing out an online rental application for the short-term employee. Hire smart, hire for keeps, and do what you can to keep employees. Being a team player, training them to do their job, and having a fun culture will keep your employees happy.
About the Author:
The primary objective of Onboarding Systems is to facilitate applicant onboarding by providing a brandable and highly configurable online applicant screening software and light weight Applicant Tracking System (ATS). Onboarding Systems works through resellers and directly with organizations wanting to automate their applicant onboarding processes.
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