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5 minute read

5 Ways to Get New Recruits off to a Flying Start

A hot apple turnover is a lovely thing on a cold winters day… a high staff turnover is not. A great way to decrease that number (and the costs that go along with it) is to give newbies the best possible start in their new job. So without further delay… here are 5 ways to get new recruits off to a flying start:

1. First Impressions

White paper plane flying in a blue sky.If you’ve been where you are for a while, don’t forget that being the new guy or girl in the office can be daunting! So set about making sure your new recruiter gets a big warm welcome. Introduce them to the team so they can put faces to names, and help them get their bearings a little. Small things like them being able to pop to the kitchen to make a cuppa or head to the loo without asking for directions will make them feel less like an awkward tourist and more like a local.

Help them get to know a bit more about social protocol. If there’s a lunch routine in your office, let them know about it so they’re not having a sad desk lunch alone while everyone else has their weekly Friday Pret a Manger. Encourage the team to make an effort to get to know their new colleague.

2. Culture Club

Every company has their own established brand and ethos, and it’s important to ensure your new recruiter is clued up about everything that the company stands for and aims for. Information that will help the recruiter to fully understand their role and where that slots in to the business will make them feel more valued. Letting them know about processes, structures, and the internal workings of the company will make their work environment seem like less of a mystery, and place more clarity on the purposes of their individual tasks, and their team’s work, too.

3. It’s a Goal!

Football goal, green grass, blue sky.Your recruiters should always know exactly what’s expected of them. Make it clear from day one what their objectives are and what constitutes success in their role. Setting goals will make it easier for both you and the employee to determine their progress and see what areas they need help with, and be clear about where they excel.

Don’t expect your new employee to make like Charles Xavier and read minds: be transparent about what exactly you expect from them, and let them know when they’ve made achievements. Schedule a review for a couple of months after they start so you both know where you stand, and how the recruiter is dealing with and approaching their workload. Your new recruiter might not want to let on that they’re struggling, so setting goals will help to establish if their workload is manageable and if not, what positive changes can be made.

4. Open Door

Your new recruiter is likely to have a few (thousand) questions, but sometimes asking them can be nerve-wracking, especially if they seem trivial or silly. Make sure the recruiter knows that your door/phone/email is open to them if they have any queries to fire off. After all, it’s better for everyone if your recruiter knows what’s going on and will prevent them from making any mistakes or wrong choices because they didn’t want to ask a ‘silly’ question.

5. Sell the Benefits

Green, leafy salad lunch on a blue table.Although your new recruiter might already be privy to all the perks of their new job, it’s worth reminding them when they start of all the reasons they’ve chosen a fab new workplace.  For instance, If there’s an option to work flexible hours, tell them so they’re aware that there’s a bit of wiggle room and they can adjust their schedule according to their needs and better suit their work-life balance.

Like a new relationship, the recruiter might be wondering, ‘Where is this going?’ Have a chat early on about where they hope their career path leads, and inform them about further opportunities within the company.

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About the Author: Gillian is based in Glasgow and is a freelance journalist. She has a Masters in Digital Journalism and was very excited to see some theatre over the festive season. And by theatre she means panto.

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