Change in a company happens; change is a natural element of running a company. Being able to easily transition and assist new employees into the organization is an important part of the company. Onboarding is the way that new employees will gain the knowledge or skills needed to complete their job. This is essential for all level of employees - from interns to your new VP. Everyone needs to get settled into the company and know how to perform their jobs well.
All of this enthusiasm and optimism can quickly disappear if your new employee didn't have accurate job expectations. Maybe you didn't get around to discussing scheduling conflicts, and on the first day of work your new employee lets you know that he can only come into work on such and such days. Or, even worse, you neglected to discuss making accommodations for a disability.
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.
Short-term Trial Period: giving yourself a 90 day grace period before things become permanent will help you ensure you made the right choice. Testing Before Signing: before you sign the offer letter, you can always set them up at a computer in the office to test their skills, abilities, or get more details about their skills.
Soft Skills Every job requires soft skills. These are things like motivation, communications skills, and the ability to work well under pressure. Don't overlook these essential skills-an employee is likely to be more stressed and have less job satisfaction if she starts the job without understanding all the soft skills required of her.
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.
All of this enthusiasm and optimism can quickly disappear if your new employee didn't have accurate job expectations. Maybe you didn't get around to discussing scheduling conflicts, and on the first day of work your new employee lets you know that he can only come into work on such and such days. Or, even worse, you neglected to discuss making accommodations for a disability.
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.
Short-term Trial Period: giving yourself a 90 day grace period before things become permanent will help you ensure you made the right choice. Testing Before Signing: before you sign the offer letter, you can always set them up at a computer in the office to test their skills, abilities, or get more details about their skills.
Soft Skills Every job requires soft skills. These are things like motivation, communications skills, and the ability to work well under pressure. Don't overlook these essential skills-an employee is likely to be more stressed and have less job satisfaction if she starts the job without understanding all the soft skills required of her.
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 ensure the best 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 needing to automate their applicant onboarding processes.
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