Career Talk JDR

Most employers and hiring officials spend a good portion of their time and resources in the hiring process.  The time invested and costs of sourcing top candidates for key positions are significant.  Companies and managers go to great lengths to try to entice the best professionals to come on board their organization, instead of the competition.  Oftentimes, candidates are flown in, wined and dined and offered a multitude of other perks, just to draw them in.

So what happens to the flurry of attention bestowed upon a candidate after the deal is made?  At this point, it is important to remember that the recruiting and relationship building cannot stop here.  While you have spent a great deal of time getting your new employee on board, there is so much more the new hire needs to know.  It is important to support your new employee while he/she becomes a productive member of your staff.  It is not enough to simply get your candidate in the door.  The steps taken in the beginning to help a new employee learn the culture and procedures within the organization will help build a relationship and strengthen the candidate experience, which usually results in increased loyalty.

Next time you hire, develop a plan for getting your new employee acclimated to their environment.  You might consider greeting them yourself on their first few mornings, assigning them a coworker to show them the ropes or organizing a short office meeting for everyone to meet and greet their new associate.  Whatever tactics you choose, you need to make the new employee feel warm and fuzzy and at home within the company.  The return on investment for a few extra moments of your time will been seen in reduced turnover and a higher percentage of engaged, productive employees.