Hiring great talent that truly fits within your organization isn’t easy, and the hiring process can be rather extensive. In fact, competition for talent is the top challenge in recruiting new grads in our industry, per AgCareers.com’s 2018 Intern and New Grad Hiring & Compensation Report. We may go through a lot of effort to “woo” top candidates, and it’s tempting to say our job is done once they accept the offer, but it’s crucial to ensure your new hire is still on the priority list once they arrive. So how do we stay close to the onboarding process and motivate our new hire to succeed in the organization? I’ve included six suggestions below to consider.
1. Communicate, Communicate, Communicate.
Utilize the time between offer acceptance and your new hire’s first day. Send a packet of local area brochures and important contacts if they are relocating. Ensure they have a main point of contact at your company they can depend on as they tie up loose ends at their current job and prepare to start from scratch with your organization. Arming them with information to help them through the transition can give them assurance they made the right decision, and clear the way for excitement about getting started.
2. Be Proactive.
Don’t delay in getting company apparel ordered. Ensure they have business cards and any other standard issue items. Their work station and supplies, like a computer etc., should be set up and operating smoothly well before they arrive on the first day.
3. Make Your New Hire Feel Welcome.
Plan to surprise the new hire with a unique welcome gesture….leave a basket of goodies on their desk or send something special to their home that the whole family can enjoy. You can include some company branded swag items too. Everyone appreciates being thought of, and this gesture communicates to your new hire that you’ve put effort into welcoming them to the organization and making them feel like a valuable new team member.
4. Assign A Mentor.
Have an experienced co-worker in the same type of role get to know and shepherd the new hire. They can be a consistent presence and source of encouragement as the new hire “learns the ropes”. Choose wisely, and it could be the start of a great friendship as well, as your new hire gets more established within the team. The right mentor can build confidence and help the new hire fit in, which should help keep them motivated and productive.
5. Get Moving With Meaningful Work Quickly.
There’s nothing less motivating than being told to sit down and read the employee handbook for an hour. Skip as much of the old “first day” drudgery as you can, and be prepared to have them jump into something meaningful and engaging. You want them to go home and tell their family that this new job is going to be a great fit, and the fun’s already begun!
6. Clearly Outline and Celebrate Development.
Share the onboarding and training plan and the path to proficiency/achievement in their role. Clarity is key in managing expectations from both the employer and employee’s perspective. It is motivating to see progress according to plan, and celebrating those milestones will promote growth and engagement.
It’s always a good idea to continually put yourself in their shoes as you look for ways to motivate new hires. There is so much truth in treating others as you would want to be treated. What things have helped you feel motivated and appreciated?
If you’re new to the game, here are some tips for hiring your first employee.