Once a candidate has been selected, most companies
extend the job offer and wait for a response. If accepted, HR begins the
administrative process of bringing the new hire on board.
STM’s
system ensures a better outcome.
The offer: Following a
verbal job offer a formal letter is written. It includes a copy of the employee
handbook, company policies, job description, work hours, start date, length of
probationary period and an orientation schedule.Providing a complete
package is likely to reduce new employee "surprises” and the disruption
that these avoidable problems cause.??
Team prep: Explain to
the existing team where the new hire fits in and the value she will add. Ask
for suggestions on how optimize this transition with the objective of getting
team "buy-in.” Update any team-related assessment documents, to foster optimal
communication when the new hire is on board.
Prepare the
supervisor
to manage this valuable new player. This is important, because the number one
cause of employee turnover is poor day-to-day management. The supervisor should
review his new employee’s assessment to get a sense of what motivates her and
what does not, understand any weak areas, and chart a plan for development.
The
end result is a team that’s prepared to support their new team member and a
supervisor prepared to develop the full potential of this new employee.
Contact STM
...national statistics suggest that
Onboarding is a critical factor in keeping a new hire.