I used to give any and all recruitment candidates I placed my ‘First 100 Days in a New Job’ document to try and help them get off to the best possible start in their new job and reaffirm to their new employers that they’d made the right decision in hiring them, however I woke up one morning and realised that hiring managers and Directors are just people too – and therefore just as likely to mess things up as their new employees are!
I read somewhere recently that 48% of new employees think they’ve made a mistake in joining their new employer before they get to the end of their 1st day in the new job.
Put it another way - 48% of new employees start thinking about their next job, before they’ve finished day 1 in their current job!!
The first 100 days of employment represents a golden opportunity for any business to convince your new employee that they’ve made the right decision in joining your organisation, however some companies manage to kill their new employee’s enthusiasm stone dead before they even get to the end of their first day in the job!
This being the case, you should have a robust and structured plan in place for the first 100 days that ensures that you get off to the best possible start with your new employee, so they don’t start thinking that they’ve made a mistake in joining your company.
First impressions count
- The difference between feeling that you’ve hired well or that you’ve hired badly can often be down to how well you induct your new recruits.
- If your new employees were new customers, would you want them to have a great 1st day, or a rubbish 1st day? Great employees are your passport to happy and loyal customers, so make sure your new recruits 1st day is in their new job is the best day at work they’ve ever had!
- If there are things you need to organise, such as e-mail addresses, company cars, business cards or laptops etc. make sure they’re ready for your new recruit starting with your organisation.
Nothing is more likely to make a new employee feel unwanted and abandoned than turning up to find that their new employer isn’t sufficiently organised, or interested enough in them to ensure that things are ready for them starting.
What’s the worst day of the week to start new employees? That’s right – it’s a Monday.
And what day of the week do most companies start new recruits? That’s right - on a Monday!
Mondays can be a bad day to start new recruits on for a variety of reasons, so it might be wise to start your new recruits on a Tuesday, or some other day of the week, but avoid Monday like the plague!
Put yourself in their shoes
Most new recruits will be eager to impress from day 1, but remember, they might also be feeling somewhat nervous or apprehensive about starting a new job, meeting their new colleagues and finding out how things work in your organisation.
I once heard starting a new job described as waking up in a stranger’s house – it’s easy enough to find your way to the kitchen or the bathroom, but finding out where the tea and sugar are kept and how everything works is somewhat harder!
Make sure that everyone involved in inducting your new recruits sets aside time to do so, so they don’t experience feelings of abandonment.
It’s a part of our make-up as humans to feel wanted, and your new recruits will become more effective once they’ve successfully established relationships with their colleagues.
This being the case, you should ensure that you introduce your new recruits to whoever they’ll be interacting with on a regular basis as soon as possible after they’ve started.
You might also like to consider giving them a ‘Buddy’ for their first week, or couple of weeks, so they have a ‘Go To’ person when they have a question, rather than trawling round the office trying to establish who the right person to speak to is, which could be irritating to their colleagues and undermine the confidence of the new recruit.
Meeting Personal Goals and Objectives
During the interview process, you will have shared with your new recruit what needs to be done, however, it is vitally important to meet with your new recruit on day 1 to re-confirm and re-clarify what needs to be done and in what order, in order to ensure they fully understand what is expected of them.
Be careful to ensure that what what you ask of them is sufficiently challenging to stretch them, but not to the extent that it is unachievable and sets them up to fail.
Last but not least – Mind the Culture Gap!
It’s not unusual for those changing jobs to bring with them perceptions and practices which might have worked perfectly well in their previous company, but might be wholly inappropriate in their new one.
This being the case, you should set aside time for regular formal and informal communication, meetings and reviews in order to give feedback about any behaviours and perceptions you may need them to change.
More recently, Larry worked in Executive Development for global leadership development organisation Vistage, during which time he helped to train and coach some of the UK’s best known business Executives to lead Vistage CEO peer groups.
Larry is now the Owner/Director at The Syncopa Consultancy, specialising in Executive and Management Appointments, Effective Interview and Recruitment Practice Training and Public Speaking on the subject of Attracting and Retaining Top Talent.