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5 Steps to Getting Organized for Your Next New Hire

December 12th, 2011 by Kira

Hiring a new employee can be an exciting time for your company. Whether you are replacing an individual, or you’ve opened a completely new position, being ready and organized for your new hire will greatly reduce the amount of time it takes for a successful transition.

Here are a few things you can do to get organized for your new hire.

  1. Have as much information about the position as possible. This includes knowing the day-to-day tasks, who the person reports to, what they are responsible for overall, and the big picture vision of their position.
  2. Obtain the data, facts, projects, and any other miscellaneous information from the team in which the new person will be working. This entails the group projects, team meetings and information, and anything that help this person become more successful.
  3. Have a training and integration plan. The more organized and detailed you can be upfront and in the beginning, the more the person will have confidence in their position and the company. This means you’ll need to be fully prepared for your new hire on their start date. If your week is too busy for a new hire to start on a Monday, consider moving their start date to Wednesday or Thursday.
  4. Make their first day organized, planned, and incredible. This can include things like knowing their logins and passwords, having their office or space setup, giving them a calendar with meetings, expectation and upcoming deadlines. People love to be led, and they love when a company is organized.
  5. Cater to the personality of your new employee. If you had your new hire take a personality test before employment, or at the start of employment, use that information to ensure the success of the individual. If they are an introvert, perhaps running them around to meet everyone on the first day, including lunch with the managers may not be the best bet. A one-on-one with their team lead however, would go over nicely!

Above all, remember that the more organized and prepared you are for your new hire, the more the relationship will start out on the right foot.  What that really means is a successful transitions into the new position.

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How to Know What You Really Want in a New Hire

April 26th, 2010 by Kira

You’ve burned through three new hires in the past nine months, all looked perfect on the date of hire, all went sour rather quickly, all of which cost you time and money….does this scenario sound familiar?

Unfortunately it is common for companies to go through a period of time where they just cannot seem to find the right person again and again.

What goes wrong? Why does this happen and what can you do to change it?

Well we could tell you that your office has bad Feng Shui or that hiring your friend’s nephew because you were in a pinch was a bad move, but in reality it’s more than just those things. It boils down to one major thing – clarity.

Most employers rarely take the time to figure out what they DO want in a new hire, instead a lot of focus is on what they don’t want. For example, the past hire that didn’t work out had family problems, always called in sick, and was chronically late. Then the next hire who looks good on paper, ends up being single.  Whether through a conscious or unconscious choice this person is seemingly the opposite of the previous person – due to the focus of what you don’t want.

The correction to the hiring process comes in when you now shift your focus on what would be best for the position, the company, and the rest of the team – including personality type, skill set, capability, experience, etc. The new person is in no way replacing the old person’s bad habits with new and different habits, but rather the person is chosen solely on being a good fit for the position and the company without any regard to who was there before them.

Getting clear on what you want for the position and who is right for your company may take a little time and brainstorming, but really it’s about focusing on the positive and helping you to recognize those skills that add value to your company and not dismissing someone because they have a similarity to the old person who was previously in that position.


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