Culture and Health Wellness
March 29, 2019
Seduce them from day one!
You had finally found it, the rare pearl! Your new superstar joins your organization, but it decides to leave you after only a few weeks on the job. So you find yourself back at square one…
A recruitment error? Not necessarily. If this is a recurring situation, the problem is certainly deeper. It may lie in the welcome and integration you give to your new recruits.
Need help to better succeed in this important strategic step? Here are some practical tips:
- Be prepared (planning)
Proper preparation is crucial. Gather all the documents that could be useful and create your welcome kit. Plan the time needed for the entire process, make a list of topics to cover, organize the workspace and make sure to notify your teams of the arrival of your new employee (not forgetting the receptionist). You certainly don’t want to give the impression that you had forgotten the arrival of the new kid or, worse, that you are not organized!
- Roll out the red carpet (welcome)
This is your chance to make a good impression. Welcome your new employee, introduce them to their future colleagues and organize a guided tour. Also present to him the nature of your operations, your mission, your organizational values and your expectations of him. Take the time to explain to him the importance of his role through the mechanics of your company. Prove its added value to it!
- Take your time (integration)
Your employee will not arrive “turnkey”. He must first learn and assimilate his new tasks. Have a structured training plan and provide the necessary support. Give him time to adapt, analyze, understand, execute, improve, then appreciate his own evolution. Invest in his success, he will excel later!
- A follow-up, please (feedback)
The integration of your new employee then continues over several weeks. He may want your opinion on his performance and have the opportunity to express himself about his experience. A meeting will give you the opportunity not only to evaluate your performance, but to demonstrate that your human resources are an integral part of your business strategy and the success of your company.
In short, give your employees the importance they deserve from the moment they arrive, and they will then stayYOURsuperstars.
Elyse Marineau, CPHR
Organizational Development Consultant,
Human Resources Specialist
Advice Centre
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