Onboarding & Development
Once you have the right person (or the best fit right now), the first day is critical. I know the instinct is to throw them into the breech - don’t. Spend the morning educating on your company, the rules for working here, their pay & benefits, and walk them around to meet the people they need to know. Spend the afternoon in the field showing them ongoing jobs and reinforcing what you expect. This might be the only chance you have to develop a relationship and drive your message home - so make the time.
Handle the Development of new employees by starting with simple tasks and working through a progression until they master the basics. It is also helpful to provide an on-the-job mentor to ramp up as fast as possible. It is in your best interest during the first week to carve out a few minutes to ask questions about the job. The faster they can do the job right, the faster they will impact your bottom line.
The development of experienced people is simpler - after the first day onboarding, put them on the job with some oversight to ensure their resume and interview was not a progression of BS. After a week, you will know.
The Onboarding Process
Use this as a guide and build your own if necessary. I can attest this process works. Remember "go slow early so you can go faster later".
Next Show: D.015 Creating a Development Process
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