MORE THAN HALF OF WORKERS EXPERIENCE
It’s important for new employees to make a good first impression,
but many companies don’t realize they also need to put their
best foot forward, recent research from staffing firm OfficeTeam
suggests. More than half of workers interviewed said they’ve experienced
a mishap when starting a new job. For one-third of those
surveyed, their computer, phone or security access wasn’t properly
set up when they arrived. Another 24 per cent said they didn’t receive
an overview of the company and its policies.
Despite these first-day troubles, however, most HR managers
give their companies high marks when it comes to bringing new
employees into the fold: nearly three-quarters (71 per cent) of
those polled felt their organization’s onboarding process is very effective
and 28 per cent said it’s somewhat effective.
“Many companies focus so much on information-sharing during
an onboarding process that they may overlook basic practical
needs, such as making sure that a workstation is up and running
for the employee,” said Robert Hosking, executive director of
OfficeTeam. “Every touchpoint during those first days adds to the
new staff member’s perception of the organization, so the more
you can do to ensure everything runs smoothly, the more positive
that impression will be.”
OfficeTeam offers five tips for getting employees up to speed
when starting a new job:
1. Set up shop. Stock the desk with essential supplies and
equipment, such as pens, notebooks, a computer and phone.
Confirm network, voice mail and email functionality.
Coordinate building security access, if necessary.
2. Get acquainted. Send a welcome email to team members
and alert the receptionist so everyone’s aware. On the first
day, introduce the employee to coworkers around the office.
Consider scheduling a lunch for the new hire to get to know
colleagues. Assigning the worker a buddy or mentor can help
ease his or her transition.
3. Review the essentials. Provide a tour of the building.
Schedule an orientation to review the employee handbook,
company history and policies. Allow time to complete any
required HR paperwork.
4. Focus on the job at hand. Set expectations early on by
discussing the position’s goals and responsibilities. Organize
training sessions on office equipment, software and procedures
necessary for the role.
5. Keep it going. It can take a few months to fully onboard a
worker. During that time, regularly check in with the employee
and encourage him or her to ask questions. ■
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HR Professional Ad 2015.indd 1 2015-08-04 1:42 PM
12 ❚ OCTOBER 2015 ❚ HR PROFESSIONAL