A new hire brings fresh perspectives to the company. While some of your traditional practices may seem to work in your eyes, you may be surprised to find that they are off-putting for a new hire or even an interviewee.
Engagement should be tracked on an ongoing basis, so organizations are also beginning to track it from the moment a new employee walks through the door. Whether we like it or not, first impressions matter — at least to some extent. The more engaged employees are during the first days, the more likely they are to remain engaged thereafter.
If you want to make sure your hiring and employee onboarding processes are as engaging as possible, here are seven questions you may want to consider asking your new hires:
1. Did anything during the interview process surprise you?
The last thing you want is prospective candidates to be turned off from your company because of a mishap or miscommunication during the interview process.
2. Do you have all the tools you need to succeed?
Our 2014 Employee Engagement Report found that more than one in four employees don't have all the tools to be successful at their job. Without the right tools, new hires won't be set up for success.
3. Did we describe what it’s like to work here accurately?
Whenever I interview someone, I make sure to first describe what it's like to work at TINYpulse then ask the candidate if it sounds like something they're still interested in. The more honest you are, the more likely your new hire will stay on board.
4. Did we cover everything you wanted us to cover during orientation?
You want your new hires to hit the ground running as soon as possible. Ask your new employees whether there was any information left out of orientation so that you can improve the program.
5. Did you feel welcomed during your first day?
No matter where you are in your career, the first day on the job can be a bit nerve-racking. You want your new hires to feel at home as soon as possible. See whether they did.
6. Do you feel like you understand what we’re about?
New hires should have a very firm grasp on what a company’s vision is and what its culture is like very quickly. If a new employee indicates that’s not the case, changes need to be made.
7. Are there any processes here that you think we should improve on?
Leave this one a bit open-ended, but be sure they know they don’t have to come up with an answer. Who knows? Maybe your new hire will have an amazing idea.
The answers to those questions should give you a pretty good idea as to what, if anything, needs to be changed. And be sure to remind your new hires that their answers won’t adversely affect the way management feels about them as employees. The goal of the survey is simply to make sure that the folks who are hired next have an even better employee onboarding experience — nothing more, nothing less.
Use data to improve your onboarding process, and you increase the chances that your new hires will stick around. It’s that simple.
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