Perfman HR - Getting Off To A Good Start With A New Recruit

perfmanhr-new-recruit-recruitment-company-mumbai Hiring candidates who are currently employed can be tricky, since they still owe a certain loyalty to the company they are leaving. To avoid being drawn into litigation, make it clear to applicants that you expect them to honor their obligations. If your new employee has access to confidential information and relationships with customers in her current job, you may want to make a list of actions to be avoided and send it to her.

GETTING OFF TO A GOOD START WITH A NEW EMPLOYEE



Getting an employee established in a new job could take some time on your part, but it is time well spent. A worker who feels comfortable and welcome will be motivated and productive. Many large companies offer orientation sessions at the corporate level if not always at the departmental level. If your business does, so much the better. Still, every job is unique, and you need to anticipate the information, facilities, and services that your new employee will need during his first weeks on the job.



Take care of basics as soon as possible. Make the arrangements necessary for setting up and furnishing an office, cubicle, or desk or other workspace. In large companies, this may mean contacting other departments to line up a computer, e-mail account, phone, and office keys. Beyond that, new-employee orientation has three facets: familiarizing the employee with corporate policies and procedures; showing him around your office and making introductions, as well as familiarizing him with your building and your neighborhood, so that he knows where to find local services; and getting him started on the job.

The Official Line



During a formal orientation, make sure the employee knows about all company policies and procedures. Begin by reviewing working hours — starting time, quitting time, and how much time is customary for lunch or breaks. Explain how to keep track of hours worked, if that’s necessary in your business. If the employee is eligible for overtime, discuss the rules. Does your department or company offer "comp time" to salaried people who work long hours or take work home? Tell the employee what the paycheck schedule is. Discuss policies and procedures relating to bonuses and raises. What can the new employee expect and when? Familiarize the employee with the benefits program. Sign her up for insurance coverage. Give her written material explaining retirement-plans and other options.



Discuss your policy on vacation, personal days, and days off for religious observances. Let the employee know how to request time off. Is a written request necessary? How far in advance? What happens if the employee doesn’t take all vacation time allotted? Some businesses allow vacation pay to accrue. Review policies on the use of company property and technology, including e-mail, laptop computers, and the Internet. Discuss ethical issues such as policies on giving and receiving gifts from customers and suppliers. Go over the company’s safety programs, including regulations pertaining to the Safety Standards, fire escape routes, and strategies for getting to work in bad weather. Cover your policy on smoking on the premises. If your building restricts the use of personal fans, electric heaters, lamps, extension cords, or the like, say so.

IMPROVING YOUR RECRUITING PROCESS



To help you do a better job finding your next great employee, spend some time with your new hire discussing what you did right — and wrong—this time around. Ask how your new employee found out about the job. If it was through an ad, ask why the ad caught her eye. Find out what worked and did not work in the hiring process — which parts went smoothly and which made her uncomfortable about the company. Ask about the interviews — were they interesting, provocative, motivational? Did they help the candidate learn about the company? Which parts of the interviewing process were less positive? Did she have other job offers? What was better about their offer? Why did she accept yours? This is also a good time to leverage your new employee’s enthusiasm to continue building your network of candidates. Ask for referrals and contact information. Some companies combine these questions in a questionnaire and ask every new employee to fill it out.



"Effective organizations put people in jobs in which they can do the most good. They place people — and allow people to place themselves — according to their strengths." — Peter Drucker, Outside the Box



"General Electric doesn’t have one culture nor does Office Depot or any other company. They have as many cultures as they do managers. People join companies, but they quit their boss." — Marcus Buckingham, author of First, Break All the Rules and Now, Discover Your Strengths



Sonal Aurora is director and co-founder of Executive Search Firm India. Perfman HR is a premier HR Consulting Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Recruitments, Training, Learning & HR Solutions.