Engage — Empower the New hires

Empowering the new hires with new skills and growth opportunities is a great way to keep them happy and engaged. If they are continually learning and taking on more responsibilities, they are more likely to be satisfied.

The question is “When do organization start to engage the new hires?” and “How should the organization do engagement?”

Organization should start engaging with candidates on the same day a recruiter posts a job opening if not before.

The goal of recruitment should be to get candidates to the next step selection and then to help them fit into the organization culture , team members and scope of the work. Providing an accurate information about a company and their new job tend to increase the job performance and job satisfaction.

Introducing co-workers to new hires before they join will increase the social comfort level. Meeting and starting to work with organization’s insiders is an important aspect of learning about organization. They can influence new hires by not only sharing information but also serving as role models.

Mentors can teach new hires about the organization, offer advice, help with job instructions and provide support in social aspects. A new hire needs the confidence, clarity and skills to the job they have been hired to do. Potential training for new hire includes hard skills, soft skills and onboarding skills and each skill set is important.

Also the new hires take effort to understand organization’s politics, goals and values and the unique language.

New hire engagement is an ongoing progress, the needs and wants of each new hire is unique. Organization learn about the engagement effectiveness through feedback and constantly change the new hire onboarding process.

Onboarding affect a firm’s bottom line, organization perceive effective onboarding as improving retention rates, time to productivity and overall customer satisfaction. For new hires good onboarding improves job satisfaction and organization commitments.