In HR many challenges arise that we have to deal with in our day to day. Of these, one of the biggest challenges is hiring talent.
Hiring a person who adds value to your business and fits the company perfectly is not easy. A selection process usually requires a lot of time and effort: definition of the job description, curriculum screening, 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 better manage the different phases of adaptation of an employee.
1) Welcome to the candidate
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 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 facilities of the company so that it is located better.
- 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 you 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
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
Based on the fit, performance and future projection that the new employee has hinted, we will make a decision about its continuity in the company.
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 never to abandon the care of these aspects and ensure the fulfillment of their job expectations, and their correct adaptation to the job 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 remains 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.
And you: How do you follow the adaptation process of your new employees? How do you integrate new employees into your team?
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