Recruitment, especially in the modern business world, is perhaps the most progressive human resources function and indeed one that has a huge and consistent impact on the company culture as well as productivity and efficiency.
With this in mind, continue reading to encourage and inspire effective ways to improve your company’s onboarding processes.
Send Your New Recruit Everything & Immediately
If your human resources employees have a myriad of different tasks and professional responsibilities every day, it is understandable (although not acceptable) that successful new recruits do not receive the important paperwork for several days or even months.
During this initial pre-boarding phase, sending the new recruit as much information as possible will not only make their transition to the company easier but save your HR employees a lot of work later down the line.
Documents that should be sent to the new hire as soon as possible and which should be emblazoned with the company logo and contact details using custom stencils, include the following:
- Payroll Forms
- Tax Documents
- Background Check Forms (where applicable)
- Company Handbook
- Legal Documents
- Official Employment Contract
Inform the Existing Employees
When a new employee arrives for their first day of work, especially if they are entering a smaller company where everyone knows each other and have strong working bonds, it can be incredibly intimidating, to say the least.
One way to make this transition smoother not only for the new hire but for the entire team is to inform them of the new arrival, using the following tips:
- Explain to your existing employees the job title of the new recruit and go through their key duties and responsibilities
- Introduce the new recruit to the team before their official first day of starting work, either in person or through sharing photos and job title with the rest of the team
- Inform your team as soon as the job description is posted
- Schedule proper time to properly talk to the new hire and show them physically around the office
The First Three Months are Vital
Presumably, you have hired this new recruit because you are excited as to what they can provide to your company and therefore want to hang on to them for the long term. To do this effectively and successfully, you should concentrate on the crucial first few months once they start their new job.
For example, if you have just hired a new salesperson, in the first month you should ensure that they know absolutely everything there is to know about the product or service you provide, have them listen in on real-life sale calls, and watch demonstrations of the product. In month two, set achievable yet still realistic sales targets and have them work with another established salesperson on bigger and more corporate sales meetings.
When it comes to the beginning of the third month, have them take the lead during training other members of the sales team about a new product launch and elevate their monthly targets.