For any company looking to grow and expand, finding and securing new hires is a critical element. The basic orientation process is critical to creating a 1st impression and providing the base for a comprehensive on- boarding plan. The goal of a successful orientation is to get acquainted with each other and to begin a working relationship as soon as practical and necessary.
Our whitepaper, On-Boarding: A Requirement for a Variety of Reasons, outlines three steps to a successful new hire orientation.
Typically first 30 days (timeframe may vary based on size and complexity of organization).
– Reviewing role and responsibilities (revisiting the position description).
– Developing relationships with his/her boss.
– Developing cross functional orientation.
Focuses on the department and the people with whom this person most closely works.
– Consider assigning a “buddy” from the hiree’s group of peers who will be responsible for answering day to day questions and helping with all those “things” that slip through cracks with many orientations. This buddy fulfills a temporary role typically 30-90 days and is not his/her mentor. The buddy could be a peer or someone close to hiree’s organizational level.
– Organize one on one meetings between a new employee and those people with whom he/she will most closely work. The objectives of one on one meetings should be more to impart more detailed and personal information than the introductory meetings. They may include the following:
Focuses on key external relationships that the organization has or should have that are relevant to the hiree’s position.
-The external people and companies with whom this person should meet will vary based upon the position, but here are some examples:
Following these steps to a successful orientation can maximize a company’s investment in a new professional, manager or executive. For more information about orientations and on-boarding, read the full whitepaper here.