Keep in mind employees today have options. Those people right out of college have as many as two to four offers from other employers. During the onboarding process new employees decide what kind of organization they are working for and what type of people they are working with. This is a stressful time for your new people, so make the first critical days stand out as a positive experience. This is a great opportunity to make new hires feel proud to have chosen your organization.
New Employee Orientation Programs
Here is a sample program you can use or modify for your organization.
BEFORE AN EMPLOYEE'S FIRST DAY OF WORK:
Appoint a person or have a concierge call before the new hire starts work.
Have the new hire fill out forms on the company intranet if available.
Send a greeting such as a card, welcome basket, or other ges ture.
Have a HR rep call and answer questions about benefits, moving procedures, policies, etc.
If applicable, have business cards ready.
Have a company T-shirt or other logo item ready.
Inform them of the parking policy.
DURING AN EMPLOYEE'S FIRST WEEK AT WORK:
Give them a map of organization's locations and directions.
Provide the new employee a reserved parking spot for the first week on the job.
Have a group of key employees sit down with the new person to discuss what it is like to work there.
Take a digital photo of the new person and create a flyer to hang on the wall detailing his or her hobbies, experience, and background information.
Introduce the new hire to the CEO/president.
Provide a copy of the organizational values, mission, and vision statement.
Make sure the employee has a phone and Email directory of everyone in the organization.
Assign an employee who enjoys working with people as a buddy to the new hire.
Ensure the new hire's work area is properly equipped and stocked, ready for the first week of work.
Take the new person out to lunch to meet the team.
Hang a welcome sign.
Take a team photograph.
PROVIDE THE NEW HIRE WITH:
Samples of products
Schedule of group orientation sessions
Photographs of key leaders
Computer and passwords
Contact directory, including locations, and Email addresses
Give them their job description.
Design a development/training plan.
Provide them a list of training opportunities.
Give them the meeting schedule.
Provide them or outline the mentoring program.