You’ve held all the interviews, profiled the candidates, selected the most promising applicant and you’re ready to make an offer. But how can you be sure that this candidate is not only going to be able to perform the role effectively, but also get off to the best start possible on day one for what your business needs?

The success of a business is directly linked to the individual and collective efforts of the team.  So, the most important skill for any manager lies in building and nurturing that team and then getting out of the way and letting them do what they do best.

Finding out what your new employee does best has most likely been covered to some extent in the interview process – but recruitment is only half the battle. The challenge now, according to Business Growth Strategist Evan Rubenstein, is to induct, on board and engage the new employee effectively.

It’s essential to invest enough time bringing a new employee up to speed and having a clear process in place for them to follow that will make them productive as quickly as possible. New hires benefit greatly from guidance on:

·         How the business works

·         Business hierarchy

·         Expectations of their role and how their success will be measured

·         Checkpoints that ensure they’re on track

It’s also essential to have existing employees engaged in the induction process. Informing them in advance of a new hire coming in allows them time to prepare for their own part in the induction and on boarding process. Ultimately, the new hire should be introduced to everyone, but they should spend the most time getting to know the staff that will surround them and how they fit into the bigger picture.

Above all, your new employee should not only feel welcome, but be clear about how they impact the success of the organisation. Be sure to provide some extra time for them to adjust to their new situation – there’s a lot of new information to absorb during the induction process. More effort now will save a lot of angst down the track.