I work with many business owners and managers and the top HR issues they experience are: recruiting good people, retaining good people and performance management.

When a company needs to add or replace a position in their organization, owners and managers typically focus all their attention on filling the opening. They will describe the position role and responsibilities as well as the skills new hires need to bring to the company to add value and help the business reach its goals. Then jobs are posted, applications reviewed, interviews set and short-lists created. By the time the top candidate is selected, references checked and employment contracts created, a lot of time and resources of the company have been invested. However, many businesses fail take the time to set the stage for successful integration of these bright, excited new hires when so much time and energy was committed up front.

Experience has shown that taking one additional step can dramatically improve the effectiveness and productivity of the new hire: this step is to create a New Hire Orientation Process. The added benefit of having a defined New Hire Orientation Process is that it becomes the template for all future hires, an easy to follow process for the company that encourages the success and leverages the earlier efforts it took to find the right new company employee.

Here are some New Hire Orientation best practices to include:

1. Plan a ramp up period, keeping expectations reasonable and assumptions in check;
2. The hiring manager arrives early to greet the new employee on the first day;
3. The hiring manager ensures the new employee is introduced to key people and provided with a list of resources they will require: i.e. Phone number, email addresses, organization chart, etc.;
4. The employee arrives to a clean work area with the tools they need to do their job: a phone, computer, business cards, etc.;
5. Detail expectations for the first week providing a list of key duties and short term objectives for the next 3 months - this helps the employee hit the ground running;
6. Schedule training, peer coaching, job shadowing or mentoring, and make sure the employees tasked to work with the new hire do so, as planned;
7. During the first week, share the company’s culture and vision, and explain how their objectives will support the company’s overall business goals;
8. During the first month, the hiring manager would sit with the new hire to develop clear, long-term priorities and agree upon deadlines;
9. Schedule monthly one-on-one feedback sessions to help new hires stay on target.

In most companies, the employees are the most expensive company asset. Investing in a strong orientation process will help you set the stage for success of the employee and the company.

If you have any questions about how to prepare your organization for the welcoming new hires or any other HR issues, do not hesitate to contact me at This e-mail address is being protected from spambots. You need JavaScript enabled to view it or call 613-727-1230 ext 224.

Marianne Oakes is an HR Specialist with the OTUS Group, a team of business advisors who help make your business stronger by protecting all your assets, including your people.