On-boarding new members of your team – the right way!

POST INTERVIEW

• Send them a letter thanking them for coming to the interview. If you have a clever postcard that is creative and inspirational, send that to them. If nothing else, you will create word of mouth marketing.

• Check their references and google them.

• For the final three, ask them to conduct psychological profiling through an online profiling software. Match profiles with the highest performing person in this area in your business. Try and match as closely as possible.

ON-BOARDING

• They have the job, now you need to make sure that their experience is awesome! Have an ON-BOARDING MANUAL complete with all Workplace Health and Safety, Sexual Harassment and Bullying Policies, Company Culture Book, Job Description, Times and Dates for Performance Reviews and overall company any payroll information.

• On the first day, leave something memorable on their desks; company shirt, flowers, champagne, stress balls, inspirational postcard, company magazine, great book to read etc.

• During the first week, make sure every key employee that relates to their position has met with them, or rung them to introduce themselves

• Set expectations early so that the new recruit has every opportunity of being successful

• Send a card or postcard to their next of kin; mother, father, boyfriend – thanking them for supporting your new recruit in their new role and how happy your company is to have them on-board.

These things are simple and need to be processes within your small business or larger corporation. Be memorable and do things that new applicants don’t expect so that regardless of the situation, they want to be part of your company and will strive to work towards this goal.

Make sure you send a message to all applicants to let them know that on this occasion, they have not been successful, but to keep in touch through social media.

Let me know if this works for your company and how it impacts your new team members feelings towards your brand and company.