3 Tips to Create a Smooth Transition For a New Hire

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When recruiting a new employee, there is a lot of time, resources and organisation that goes into creating a smooth transition into the company. This transitional process from candidate to employee is known as onboarding and is one of the most important components within the recruitment process.

An article published by the Harvard Business Review found that more than 33% of new hires start searching for a new role within the first 6 months and 23% actually leave their job within the first year! To ensure that you as an employer don’t add to these statistics, there are ways that you can minimise your level of risk during that period.

Here are our 3 top tips to making sure your new employees’ first weeks run as smooth as possible:

  1. Start onboarding ahead of time

Keep in mind that the employee experience commences before their first official start date and first impressions count. Our recommendation is to create an orientation pack as well as processes around bringing new staff on board. The pack can be forwarded to the new recruit prior to their commencement date, to familiarise themselves with company policies, procedures, expectations and current systems.  By providing new employees with this information prior to their first day, you will be able to effectively communicate important company information, expectations and requirements, helping to familiarise themselves with the company and minimising confusion when they do commence with you.

  1. Ensure that new recruits have all the necessary tools they need to succeed

This step seems pretty self-explanatory however you’d be surprised to know that a lot of new employees turn up on their first day without even a desk set up for them. Setting up a checklist for new starters is essential. It should include all necessary tools such as computers and access, phones, stationery, keys/cards, desks, any special requirements, vehicles if included and any other tools for the person to effectively work in their role as well as a location and furniture. By having this in place prior to the commencement date, it will ensure that the new starter feels that adequate effort was made for their arrival. Other items could include; staff directory, contact list, reporting schedules, emergency protocols and a person organised to undertake a short orientation and introduction on their behalf to the team. It goes without saying that, having this in place, will make the first day welcoming to the new recruit.

  1. Set aside time for new hires to meet other colleagues

We consider this step to be one of the most important. The first day and week of your new employee can go very quickly, making it all the more important to set aside time for the new hire to meet with their team, manager and other key staff members to get acquainted with reporting lines and support staff. These initial interactions could be as simple as a team meeting and / or lunch or could be in the form of assigning a buddy / mentor from the same team. For companies that are still working remotely, this activity can still be done by setting aside time for Zoom / online meetings. Through this process, your new recruit will feel part of the team as well as understanding the culture better and building some early bonds with their colleagues.

The first day, week and month on the job can make or break a new employee’s impression of your company and the people within it. By implementing onboarding processes and creating an engaging experience right from the start, you will create a more welcoming environment, build engagement and create ‘buy in’ from your new recruit. Set up and done well, it will become the easiest process you can undertake to ensure a longer tenure of the new recruit. It will also give you the employer, satisfaction that you have done what you can to ensure that every new employee has the tools, information and support to excel within the business.

If you need assistance with understanding or setting up onboarding processes, please speak to our consultants who would be more than happy to discuss this further.

Rejecting candidates the right way

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As recruiters, we often get asked by our clients when is the ideal time to send out a rejection notice.

Generally, most of us have a good sense within 30 seconds of reading an application or meeting a person, whether or not they would be the right person for the position.

Rejecting candidates is a double edged sword… You can be criticised for sending them ‘too’ soon and also for not sending unsuccessful candidates a notification at all. Although it is challenging to find the balance between being efficient and professional, we believe that the most courteous solution is waiting a couple of days before sending them.

Whatever your choice of medium, whether it be an automated email, personalised phone call or text message, sending any form of a rejection notice too soon after an interview often makes people feel defeated – making them feel that not enough consideration was made regarding their application and/or interview performance.

Allowing time however, between applications or meeting with the candidate and notifying them of their unsuccessful application ensures that the candidate feels that they have been considered for the position.

Another slightly less obvious reason to wait before rejecting unsuccessful candidates is on the recruiting side – you want to ensure that the person you’ve selected for your role is happy to proceed with your offer. You don’t want to burn your bridges too quickly with other candidates to then find out that your front runner has decided to not proceed.

At New Point Recruitment we have found that the best way to manage interactions with candidates and ensure the delivery of correct information is through the creation of a candidate response checklist. We start with a clear response to every single application, outlining our process and points of contact along their recruitment journey (even if it may be very short). The aim of this strategy is to ultimately lower confusion around the application process, minimise candidate frustrations and ensure communication is consistent for applicants.

If you would like to learn more about what we do, please contact with us to discuss this further.

Returning to Work… Soon. The New Challenges

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I was speaking with a Lawyer the other day about how everything has changed in the employment landscape at the moment, and not just that, more so about how a lot of things moving forward are likely to change.

The interesting thing is that a lot of people are working from home, both employers and employees, with the occasional stint of being in the office when needed. At first it was a bit of a novelty, then time dragged on. Some people loved working from home and the ‘freedom’ it brings whereas others have really been hit mentally – they miss the interaction with their peers.

This brings me to two primary things that I (giving my two cents) can see happening in the months ahead:

  1. Flexibility in Working Conditions – Some employees are going to ask for flexible working arrangements. They proved they can work from home and be productive (in some cases even more productive), then why can’t they do that from home when we return to regular work? There are arguments for and against this – what makes a team, how are people going to truly interact and retain the culture / vibe of the office if they aren’t here? Does Zoom / Skype / FaceTime / WhatsApp compensate for being ‘part of the team’ when we all return? Do you really feel that having a Zoom meeting with 5 ‘work from home’ people and 25 staff in the office works for team morale? If you let one person and not another does that really work? If you have 20+ employees, a large office space that you pay rent on and expect people to fill, does that also hit you as an employer? Lots of questions to ask. I think the deciding factor is – what is the market going to do – what will your competitors do to make a more attractive workplace for your employee to consider, and do you want a hybrid structure with your workforce?
  2. Cultural change – This brings me to the next thing – culture. We’ve been practicing social distancing. Have you walked through the shops lately and noticed people intentionally walking away from you? You may have unknowingly been doing it yourself. Imagine a lunch room now and all the people in the kitchen making coffees and lunch, what germs are in that fridge now (that were always there) that you’re now worrying about? Will you sit together again and have a laugh? Rick was so funny during our Zoom meetings but do I really want to stand at his desk and chat? I don’t know where he’s been! What about birthdays and events, the things that brought teams together to have a moment away from the daily routine to laugh and share a moment in person? I really feel that the HR Managers and Business Owners / Managers need to look at how they will reintegrate staff as well as their plans to conduct team building activities, otherwise I feel there could be a real change that happens culturally in the workplace.

Really, it’s up to you and your team to consider the options. There genuinely is a lot of opportunity to mix things up a bit, within reason.

Maybe you can have a flexible workforce and rotate your team to have a work from home day fortnightly, weekly or even monthly whilst retaining your team culture. I think it’s going to come down to people caring about each other and supporting the return to work activities we’ll all be undertaking.

Take care and stay safe!

How to Get a Job Quickly on the Gold Coast

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In the current economy you will have to act swiftly to pick up work. With people being displaced or being made redundant due to COVID-19 (Coronavirus) there is a large influx of jobseekers into the market all vying for the limited opportunities available. Make no mistake – it will be a challenge.

So, how do you find work?

You need to be across all channels such as LinkedIn, being active on job boards and scanning social media to see if companies are hiring. The good news is that companies are still hiring. Reach out to friends, family and your contacts to have them alert you of anything they see or hear.

How do I get a job on the Gold Coast?

Firstly, you need to do a few things. The most important thing is to drop any ego and take something that will pay the bills. So many people often worry about what others think. Who really cares if you end up doing taking a job that you last did when you were 17 such as stacking shelves at Coles or Woolworths? They are hiring at the moment for those exact roles, they pay money and you will feel good doing it – it could actually be a breath of fresh air from a high paying, high pressure management role you have been doing. It’s most likely only temporary so just do it. David, our Director, wrote a blog a few years ago about this exact scenario for himself: Have You Ever Had a Character Building Job?

The next thing you need to do is get your resume and application letters into order. At this moment in time, if someone asks you for your resume, you need to have it ready to send to them. It’s unacceptable to send it 2 days later when you’re scrambling to put one together – the other person did and they’ve been given the job.

As mentioned, reach out to your contacts, scan jobs boards, LinkedIn, social media and the news – that’s where the current opportunities are listed or discussed. We’ve seen a number of people on our LinkedIn feed with full lists of jobs in government, healthcare, supermarkets and telecommunications companies who are seeking large volumes of workers to  assist those businesses in the current situation.

The real question is how badly do you want or need a job and what type of job are you willing to do in order to make money and live comfortably? If you are really needing fast employment and are willing to drop the ego, put some preparation into your job search and reach out to people for help, then yes, you could find a job quickly. If you however, you are unwilling to drop these ideals then finding a job will be a challenge in the current environment. We’re not stating that you should deviate from your career, we’re saying that whilst hunting for your regular work, have a broad mind at other opportunities that are out there that will provide financial relief for you and your family.

It’s a crazy time in the world. We really wish the best for you to get back on your feet if you’ve been affected. We hoe that life returns to normal for everyone as soon as possible. Take care and stay safe!

5 top tips for overcoming rejection from interview

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Being unsuccessful or rejected for anything never feels great. Whether it is the dreaded rejection letter, phone call or email; being rejected can severely dent your confidence especially if you have had several rejections in a short space of time.

As a candidate it is important to remember that this is not an uncommon experience for job seekers and that the right job for you could be just around the corner. By thinking objectively, actively asking for feedback, revaluating your career path and seeking external help, you will be able to best manage rejection and strategically work toward your career goals and future job prospects.

Our top 5 tips for overcoming rejection from interview includes:

Don’t take it personally

The first piece of advice for any unsuccessful candidate is to not take it personally. With a single job opening attracting hundreds of applications, even the most qualified individuals get rejected, with the probability of rejection higher than landing the job.

Whilst it can be a hard pill to swallow, you’ve been rejected for a reason. From our experience, a lot of hiring decisions from our clients have been based on the skills, experience and qualifications you have demonstrated to meet their objectives for the role. The role wasn’t created for you – they didn’t know of you at the time. An important factor is how you personally fit with the team and the people hiring – sometimes you just don’t click, that is just how things go sometimes.

By acknowledging the rejection, not dwelling on the situation and focusing on new opportunities, you will be able to maintain motivation and positivity whilst keeping the job search momentum at a maximum.

Ask for feedback from company / interviewer

Asking for feedback is a valuable tool that can be used to better understand why you have been unsuccessful in obtaining a specific role. Methods can include calling, email and face-to-face interaction dependent on the initial rejection delivery of the interviewer / company. Asking for feedback can provide several benefits including; improving future job search parameters, a heightened self-awareness, building rapport with the interviewer/recruiter, and most importantly providing closure, allowing you to move on to the next opportunity.

It’s really important to take all feedback objectively and understand that an organisation is looking for very specific candidate and that you are not going to be suitable for every role, organisation and/or industry that you apply for.

Personal evaluation

Aside from the feedback sought from the company / interviewer, it is important to personally evaluate your application and interview performance and reassess areas that could be improved. Through this process you might find that you need to work on your interview presence or upskill in specific areas to meet industry demand and outperform your competitors. By continually re-evaluating your application (resume, cover letter), interview manner and skills or qualifications, you will be able to put your best foot forward for future opportunities.

Redevelop your career path

Once you have asked for feedback and subsequently re-evaluated your application and interview performance, reassessing and developing your career path is a great way to ensure you achieve your specific career goals. By identifying your individual unique selling points (USP) you will be able to better market yourself during the job search phase and allow you to evaluate whether the career path you want is right for your specific skills, personality and strengths.

Seek help

If you are struggling with direction, or evaluating your current application, seeking help can be the best place to start. Depending on the challenges you’re facing, there area  number of avenues you can take including advice from a your friends and peers, all the way through to professional recruitment services and career coaching. Assessing your own situation is the best way to better understand the level of help needed to achieve career goals.

 

It is important to remember throughout your search that you may be only one application away from your dream job. Remaining motivated, confident and contactable throughout the job searching stage is essential to keep momentum flowing and to be that person.

At New Point Recruitment we’re always focussed on matching the most appropriate candidate to an organisation. If you would like to join our growing database and submit your resume for future job opportunities head to www.newpointrecruitment.com.au and register with us.