11 Easy Ways to Create a Memorable First Day for New-Hires

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Organizations only have one chance to make a great first impression with their new-hires - on their first day. A new employee's first day is the most critical day of on-boarding. It leaves a lasting impression that should be both positive and memorable.

Creating a memorable first day for your new-hires doesn’t require an overly elaborate on-boarding program, but it should avoid the common mistakes and issues that plague many on-boarding experiences and lead to poor first impressions including lack of preparation and support, poor training, information/training overload, and failing to provide a warm welcome.

Here are 11 easy ways to create a positive and memorable experience for your new-hires on their first day.
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Tips to Successfully On-Board Your New Hire

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A new job is an important decision in an employee's life and can elicit a number of emotions ranging from nervousness to excitement prior to the first day. HR can play an important role in capitalizing on these positive feelings and engaging new-hires throughout their first days. Here are some tips for successfully on-boarding your new-hire.

Make the pre-employment experience memorable.

Consider sending your new-hire a simple welcome package, calling them prior to their first day to welcome them, inviting them to a company event, and/or  sending a hand-written note or card. These unexpected, small gestures show that you are looking forward to working with the new-hire and reinforces their decision to come work for your organization. It also sends a positive message to their families.

Eliminate your probationary or introductory period.

Not only are these 90-day periods less common than they were several years ago, but there is no place for them in the workplace if you are confident that you have selected a great employee for the job. Requiring these periods in order for employees to continue employment and/or receive certain benefits tends to send the message that your new-hire "has to pass the test" to be a true employee of your organization and that you don't trust their potential. Is that the message you want to send to your new employee, and haven't they already passed the test if you made a good hiring decision?

Be prepared on day one.

Be ready for the new-hire when they arrive on their first day. Treat them like a guest by being ready at the front door, giving a guided tour, making introductions to staff members, providing lunch, and helping them at every step throughout the day. Ensure that their workspace is clean, stocked, and ready for work and that they have all the tools necessary to do the job, including proper equipment and computer programs. Make their first day as pleasant and as organized as possible and limit time spent on paperwork.

Cover the big picture.

Sometimes employers are so eager to get their new-hires working that they don't spend time educating them on the big picture, such as what the company does; it's history, mission, and vision for the future; its values and culture; its product and service offerings; industry; the markets and communities it serves; and the organization's structure. Spending time covering all of the core aspects of your organization's business is critical to helping the new-hire understand how their role fits into the organization.

Encourage relationship-building.

Provide time for your new-hire to build relationships with their supervisor and fellow team members by coordinating team events, social outings, one-on-one meetings, retreats, or other activities to help them learn about their fellow coworkers and build relationships with them. In addition, consider including your leadership team in the on-boarding process. Introducing new employees to senior management and allowing time to get to know them can build a sense of comfort, trust, and security in the leadership team.

Spend enough time on training and provide a mentor.

Surprisingly, many organizations don't spend enough time training their new-hires upfront, which can lead to a host of issues later. While you may want to get your new-hire started on tasks and projects, it's important to recognize that every new-hire (regardless of experience) will need training. Don't assume that they can just jump into the work with little direction or knowledge of your internal processes. If possible, also assign a "buddy" or mentor to help the employee learn and assimilate into the organization.

Ask for their feedback.

Throughout the first few months, it's important to establish checkpoints with your new-hire. If your organization doesn't have a formal feedback or survey process, ask new-hires a few simple questions - if the job is what they expected, what challenges they are experiencing, and if they are being provided with the right amount of training and support. Keep the lines of communication open with your new-hire to ensure that when a problem or misunderstanding arises, it is dealt with quickly.

On-boarding is about investing in employee retention, engagement, and productivity, so if you want to make sure your new-hire stays and thrives, consider these on-boarding practices. They are best practices from employers of choice in the region - NorthCoast 99 winners (www.northcoast99.org) - and will ensure that your new-hires are engaged and productive from the start.