A multitude of challenges arise in HR that we have to deal with in our day to day. Of these, one of the biggest challenges is the hiring of talent and their respective adaptation to the job.
Hiring a person who adds value to your business and fits the company perfectly is not easy. The selection process usually requires a lot of time and effort: definition of the job description, screening of resumes, technical tests, interviews…
That’s why once we find the right person, it’s essential to make sure they integrate well and feel comfortable in the company. The last thing we want is for the new employee that we have worked so hard to recruit, to decide to resign his job in a short time. If you are interested in knowing how to avoid employee turnover, we invite you to read the article Best practices for achieving employee retention.
To avoid this situation, in today’s article we show you how to manage the adaptation to the job in an employee.
How is the adaptation process?
1. Welcome to the candidate
To make the new employee feel at home from day one, we need a good method of introduction to the team. This is essential, as first impressions of the employee often determine their degree of involvement and performance with the company in the future.
First of all, we must warn all the teammates about the arrival of the new hired candidate, especially those who will work hand in hand.
Colleagues should be informed about the name, role and functions of the person joining. In addition, it is a good idea to mention some hobbies of the person to facilitate the breaking of the ice in the first conversations. In short, it is a question of mobilizing the team so that from the beginning they welcome him into the group and transmit to him the culture of the company. And is that to overcome the first days of nervousness and develop all his talent, the new employee needs to feel valued.
To do this, in the reception we must do the following:
- To provide him with the material and documentation necessary to carry out his duties.
- Show him the company’s facilities so that they are better located.
- Introduce him to all the partners he’ll be working with.
- Conduct a training with colleagues and/or company leaders to transmit important aspects such as culture, standards, company values, organizational chart, main objectives to achieve…
- Familiarize them with the communication channels used in the company.
- Carry out a small special action on the occasion of your arrival: team meal, welcome party…
2. Period of probation
After the first days of emotions and news for our new employee, we should already start having him located and integrated into the staff.
To make sure this is the case, it is a good idea to hold weekly meetings to resolve doubts or match targets with reference people for the new employee.
On the other hand, it is very important to ask him about his first impressions regarding his role in the company and his integration with colleagues. In this way, the person will feel valued and will see that their opinion has a direct impact on the company.
During the time the person is on probation, we can follow their adaptation to work based on parameters such as:
- Punctuality in the tasks performed.
- Adaptation to the company’s culture, norms and values.
- Relationship with peers and superiors.
- Knowledge necessary to hold office.
- Degree of responsibility in what you do.
- Initiative, innovation and proven motivation.
- Efficiency in their work.
3. After the trial period
Taking into account the adaptation to the job, the performance and the future projection that the new employee has glimpsed, we will make a decision on its continuity in the company. It is important to know the two possible paths to take and for each of them, the consequences.
In case you they have convinced you, great! We’d be at our best, and that’s something to celebrate, right?
However, do not relax too much as our duty to make you feel comfortable in the company does not end here. When the person is fully integrated into the team, we must continue to recognize their effort, strengthen communication with the team, resolve all doubts that present, etc.
It is essential to never give up care of these aspects and ensure that your job expectations are met. Also, its correct adaptation to the position and the work team.
Sometimes a person doesn’t adapt to the position, and there’s no way to find fit in the organization.
Although an early march by the employee is not an ideal situation, this is still preferable to having a person on the team who subtracts instead of adding.
If we see that the fit is not possible, the most convenient would be to conduct an exit or farewell interview, in which to extract information on the reasons that have hindered their integration and better know their degree of satisfaction.
You know how the process of adaptation to work is!
Now that you know how the process of adaptation to work is, you should know that there is no correct answer to the question “How long does it take to adapt to a new job?” , this varies in each employee and each company, but it is confirmed that the better the working environment of your company, the faster and easier the process of adaptation of new employees.
In TalentFY we support encouraging innovation and motivation at work, This is why we carry out team building activities and measure the satisfaction of our staff through a work climate survey to know in depth the needs and projections of our team. What do you do to make adapting to the job easier?
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