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New Hire Checklist: How to Get The Most Out of New Employees

 

Companies are trying to figure out how to get the best people on the job. So how do you get new people contributing to the company, and how do you maximize your new hires?

Employment Solutions New Hire Checklist

Employment Solutions New Hire Checklist:

Training is Critical

Too many companies don’t spend enough time and effort on this obvious strategy. After all, think about it: who’s going to be more useful to a business — someone who has to spend weeks scrambling to figure out basic operations, or someone who has been given the complete rundown on how the business works, and can tackle some of the finer points of their job from day one?

Take the time to really show people how to do their jobs, and they’ll be ahead of the game when it comes to contributing their own talent and creativity to your enterprise. Go beyond the basics of fire safety videos and building orientation, and deliver the business philosophy of the company and more to new hires, so that they can take that ball and run with it.

Fit the People to the Job

Most companies also have basic, rudimentary qualifications for a particular job role, but again, going beyond that can really benefit business.

Look beyond what software packages individuals need, and what kind of technical proficiency the job requires. Look at the day to day of what that person needs to be doing, and pick a person who’s really good at those kinds of activities. For instance, someone who’s in product development may need expertise with certain software sets related to product specs, but they’ll also need to have certain creativity skills that are hard to measure in interview. However, it’s possible to come up with creative ways to spur this kind of creativity, for example, asking for a portfolio, or asking new hires to do active design early on in their work.

Give Them Tools

Don’t wait ten years to give a new hires some tools for professional development and continuing education.

Lots of companies have annual or periodic investments that they make in professional development. But frontloading this kind of resource can make your new hires more valuable and effective in the first year that they are on the job, so think about making the continuing ed. Schedule more flexible.

Stand Back

Instead of micromanaging new people, stand back and evaluate how they work. Let them build their own skill sets into the way that your company is run — and you can see a lot more innovation at work under your roof.

For more about employee turnover, check out this blog post: Minimize Turnover Rate Among Employees

 Have a question? We’re happy to help.

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