When integrating new talent into your company, it is easy to take the small things for granted. In our last blog, 6 Stages to Successful Onboarding as part of Your Talent Management Strategy, we looked at the stages that were relevant to the new recruit. But what about your existing staff and set up – are you ‘new employee’ ready?
Where do they fit in?
Introducing new talent in your organisation is either to replace someone who is no longer with you or a new position. It’s important to recognise where they will fit into the organisation and for you to re-examine any hierarchical structure – regardless of how informal it is. The newcomer and their peers need to know who reports to who and what is expected of them. Someone who has been with the company for 10 years may feel that the new employee should report to them – “because that’s how it’s always been done” but is that still the case? It’s a great opportunity to reshape behaviours how you would like them.
Do they check out?
The finances of your business are highly confidential and crucial to your future endeavors. Recruiting someone into this specialised area means that they have to be vigilant with their references and credit checks before they start with you. Are they who they say they are and do they have the correct credentials and qualifications? Even if you have to delay their start date to check these elements out, it is worth it in the long run.
Has the job role changed?
The time taken between deciding to take on a new recruit to the day they actually start can be weeks and, at a senior talent level, months. During this time, many changes can occur which will impact on the role and job description. You may have required someone to manage a small team but then when they start, the team may have merged and grown – this may be outside the skill set of the new recruit Always refer back to and consider what you originally wanted, the role you offered and the position on the start date – are they still the same and does that person need extra support or training.
Block out time in your diary
If you are their first point of contact with the company, they will have built up a relationship with you – part of their psychological contract with your business. So it’s important that you are ‘new employee’ ready and are available for them through the first few days and weeks. Make sure you let them know that your door is open for them, take them out for a coffee or lunch and schedule a review after their first month. This will give them confidence that you care about them, their opinions and their part in the organisation. This is more than a HR “box ticking” exercise but a cementing of a new working relationship.
Exceed their expectations
Take time to read their CV and listen to their plans for the future in the interview – people ‘leak’ information and this is where you can exceed their expectations. If they mentioned personal development in their interview, research courses that are applicable (and in your budget!) that they can take and which you will allow them time off for or a contribution towards the cost. Two out of three UK workers admit that they’ve changed job because of a lack of training and development opportunities so ensure your new employee stays with you by taking a little time to think of their development.
So, are you ‘new employee’ ready? Hopefully, this blog has helped you tick off some of those tasks which you may have overlooked. Athwal Resourcing aims to assist you at every stage of your talent management strategy – from attracting, recruiting, developing and retaining talent within your business.