Five key considerations for new starters
When a new employee starts, there are a few things you’ll want to consider to help them settle in and feel part of the business.
Here are five key considerations as you prepare to welcome your new employee in.
This article is part seven of our ten-part series on hiring and onboarding. In the series, you'll learn how to prepare for the recruitment process, select the best candidate and successfully onboard your new starter. You can see other articles in the series at the bottom of the page.
(1) Onboarding starts before your new joiner does
It’s good to stay in touch with your new employee in the time between the job offer being accepted and their start date. Checking in with them, answering any questions, and potentially introducing them to future colleagues, are all good ways of making sure they feel comfortable.
It’s also helpful to give new starters a chance to prepare for their first few days on the job, so tell them ahead of time when and where they need to be, what they’ll be doing and who they’ll be meeting.
(2) Training should be tailored to the role
The level of training needed for a new hire will change from company to company and role to role, so think about what your newest employee might need in their first few weeks.
Some roles will need formal training, whilst others might benefit from shadowing a colleague, or simply learning on the job. Review the different options and what combination of training will work best. They’ll also need to be inducted into any relevant company systems and process, such as expenses, timesheets or rota scheduling.
You won’t want to throw them in the deep end, and by planning carefully you can ensure their early experiences are positive.
(3) Introductions can be planned ahead
Whether you’re all in one location or using remote or hybrid working, you’ll want to think about how you introduce someone to their new colleagues to help them build relationships internally and work well with their team.
If you’re working in person, you can walk them around the workplace and set up meetings with the people they’ll be working closely with. If you’re spread across multiple locations consider sending a mass email introducing them and setting up video calls where needed.
(4) Don’t forget the social element
It’s been shown that happy teams are more productive, so it’s important not to overlook the social and cultural sides to onboarding and the role it can play in a successful hire.
Have a think about what you can organise to help your new hire feel welcome. Something as simple as a team lunch or online social gathering can allow new starters to bond with their colleagues.
(5) Check in throughout the process
Not only does the process start before the new hire joins, but it continues beyond their first few days or weeks.
A quick email or call at the end of their first week will make them feel valued, and regular check-ins over their first few months will help them feel settled and comfortable coming to you with any questions or concerns.
Read more about hiring and onboarding
You can revisit the previous articles in our series below: