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Provisional Blog

Hiring? Here’s How to Help New Employees Succeed

April 25th, 2017

Once you’ve made the hiring decision, the hard part’s over, right? Not true. As the Northwest’s leader in specialized recruiting and staffing services, Provisional knows the onboarding process – after an employee is hired – is just as important, impacting both engagement and retention.

In fact, according to a study by Aberdeen Group, 86% of respondents felt a new employee’s decision to remain with a company on a long-term basis was made in the first six months on the job. That means if new hires aren’t properly welcomed, trained and onboarded, you could start seeing a rise in turnover.

So how can you increase the odds of success among new hires? By following these tips:

Welcome your new hire.

This is the one of the most important – and easiest – ways to set the tone for positive engagement. If a new hire shows up on the job and their office isn’t set up, or no one greets them, it sends a negative message. But when you have a well-structured and welcoming process (including a tour, introductions around the office, taking them to lunch, etc.) in place for new hires, they’ll feel more comfortable and at ease with their decision to accept the job.

Train them.

If your new hire is expected to learn a new computer program, or piece of equipment, make sure you schedule ample time for training. Don’t take a sink or swim approach unless you want frustrated and disengaged employees. Plus, the better job you do at training them, the shorter the learning curve will be for them.

Define their goals.

Your new employee is ready to go on the first day. The trouble is, you haven’t thought through your tasks or expectations for them. But if new hires don’t have clearly defined goals from the start, they’re not going to stay engaged and motivated for very long. So before their start date, think through both short- and long-term objectives you have for them and be ready to talk about them during those first weeks and months on the job.

Clarify any uncertainty.

Beyond just defining goals, it’s important to make sure new hires are crystal clear about them. They might nod their heads and smile as you’re talking, but do they really get what you’re expecting from them? To ensure they do, ask questions about how they plan to go about achieving certain goals. You’ll quickly be able to tell whether or not they understand your expectations.

Communicate and give feedback.

Check in more regularly with a new employee than you would an existing staff member. Ask if they have any questions or need anything. Offer feedback and thoughts on their performance as they start turning work in. Praise a job well done and offer suggestions if an area needs improvement.

The bottom line? You’ve invested a lot of time and money into hiring the right people. Make sure you keep them in place with proper onboarding processes.

Don’t have the time or resources to successfully hire, train and onboard new people?

Turn to the team at Provisional. Since 1994, we’ve been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene.

Contact us today. We’re ready to help you find the people you need.

Interviewing New College Grads: What to Look For

April 7th, 2015
Graduation is just around the corner – and so is the influx of new college grads entering the employment marketplace. So when you’re interviewing them for opportunities within your company, how should you approach it? And what should you be on the lookout for? To help you hire right – the first time, here are some tips to help you:
Evaluate your needs
Interviewing those with little or no full-time work experience can be challenging. But you can achieve your goals in the process if you know your needs ahead of time.
For instance, do you need someone who can hit the ground running? And who isn’t going to require a lot of training and support? Then a new college grad likely isn’t for you. But if you want a candidate you can mentor and groom for senior positions in the future, then a candidate without a lot of experience could be right up your alley.
That said, do look for candidates who have internships, or volunteer or work experience on their resumes. Those types of accomplishments suggest that a candidate is a high achiever and more prepared for a full-time job than someone without any of those experiences.
Evaluate what soft skills are needed to be successful in the position
If you’re hiring for a position in sales, for instance, you know you’ll need someone who has great people skills and can handle rejection. Having those soft skills doesn’t necessarily mean having a lot of experience; it’s more about having the right personality. Use personality assessments and behavior based interview questions to ensure a new college grad will be a fit for the job requirements and your culture.
Evaluate each candidate’s professionalism
Candidates don’t need extensive work experience to show up to the interview on time, wear appropriate attire, and act in a professional and respectful manner during the interview. If they don’t know these basics, then they’re not ready to come and work for you.
Evaluate an assignment
While you can use personality assessments to evaluate soft skills, how can you effectively assess a candidate’s hard skills? One way is by giving each candidate a homework assignment. This way, you can assess their work quality, work ethic, and enthusiasm about the job. That said, don’t give them a project that’s going to take them two weeks to complete; remember, the goal here is to evaluate a candidate, not get them to perform free work.
Need more help finding your next great hire? Call the team at XX.

Graduation is just around the corner – and so is the influx of new college grads entering the employment marketplace. So when you’re interviewing them for opportunities within your company, how should you approach it? And what should you be on the lookout for?

To help you hire right – the first time, here are some tips to follow:

Evaluate your needs.

Interviewing those with little or no full-time work experience can be challenging. But you can achieve your goals in the process if you know your needs ahead of time.

For instance, do you need someone who can hit the ground running? And who isn’t going to require a lot of training and support? Then a new college grad likely isn’t for you. But if you want a candidate you can mentor and groom for senior positions in the future, then a candidate without a lot of experience could be right up your alley.

That said, do look for candidates who have internships, or volunteer or work experience on their resumes. Those types of accomplishments suggest that a candidate is a high achiever and more prepared for a full-time job than someone without any of those experiences.

Evaluate what soft skills are needed to be successful in the position.

If you’re hiring for a position in sales, for instance, you know you’ll need someone who has great people skills and can handle rejection. Having those soft skills doesn’t necessarily mean having a lot of experience; it’s more about having the right personality. Use personality assessments and behavior-based interview questions to ensure a new college grad will be a fit for the job requirements and your culture.

Evaluate each candidate’s professionalism.

Candidates don’t need extensive work experience to show up to the interview on time, wear appropriate attire, and act in a professional and respectful manner during the interview. If they don’t know these basics, then they’re not ready to come and work for you.

Evaluate their work.

While you can use personality assessments to evaluate soft skills, how can you effectively assess a candidate’s hard skills? One way is by giving each candidate a homework assignment. This way, you can assess their work quality, work ethic, and enthusiasm about the job. That said, don’t give them a project that’s going to take them two weeks to complete; remember, the goal here is to evaluate a candidate, not get them to perform free work.

Need more help finding your next great hire? Call the team at Provisional. Since 1994, we’ve been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene.

Contact us today. We’re ready to help you find the people you need.

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