新员工的方向：成为更多人类的艺术

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It’s easy to forget the experience of being a new employee. From preparing for interviews to understanding the company, discussing whether the fit is right and ultimately getting the offer, new hires have spent much time preparing for their first days and weeks on the job. That’s why it’s important for every company to provide a high-quality new hire orientation experience in return.

As a new hire at Greenhouse, I recently got to experience our orientation first-hand. In the process, I discovered that orientation for new hires like me isn’t all cut and dry – in fact, the process of welcoming a new member of the team shouldn’t happen in one day, or even one week. Creating thebest new hire experience实际上发生在几个阶段。就像与某人交朋友并随着时间的流逝发展您的友谊一样，员工也以同样的方式对待团队的新成员。这是成为人类最好的艺术。

当员工的新员工经验不被视为业务时，会发生什么？一方面，德勤的贝辛发现员工营业额的22％occurs during the first 45 days on the job. Deloitte also reports that90％的新员工决定在最初六个月内长期与公司保持联系。

After I started at Greenhouse, I found that our own new hire orientation experience is designed with the intention of making a human connection with every employee. In our white paper, “如何了解投资人的投资回报率，我们的研究表明，一个更好的入职计划 - 包括预付费，新的雇用经验和培训 - 可以将员工的增加时间减少30％。以及具有强大入职过程的组织改善新员工保留率根据布兰登·霍尔集团（Brandon Hall Group）的数据，增长了82％，生产率超过70％。

我们将这些见解以及更多的东西应用于我们自己的员工经验，并继续迭代和改进 - 但不仅仅是温室可以受益。188bet安卓APP根据我自己的经验new hire orientation at Greenhouse，这是我想要变得擅长招聘的任何公司的首选。

在第一周之前成为更多人类

据《福布斯》说，研究公司Gartner的人力资源实践Brian Kropp说，保持交流的最重要时机是between when the offer is extended and the first day on the job。当他们在以前的一家公司中留下熟悉的角色时，没有人喜欢它，只是让新雇主长时间与新雇主失去联系。对于任何新员工来说，这是最脆弱的时期之一：在他们真的感觉像团队的一部分之前。

假设您是新员工，您刚刚签署了您的要约信。您决定在三个星期内开始角色，因为您有一次预先计划的旅行，但是您对公司感到非常兴奋。但是，随着时间的流逝，您意识到您已经有一段时间没有收到雇主的消息。您检查日历，并注意第一天只有一周的路程。神经开始介入，然后出现问题。“他们忘记了我吗？”“这是正确的决定吗？”

Luckily, at Greenhouse, I was happily surprised to receive a series of welcome emails following my offer letter, before I stepped into the office on my first day. From asking me more information about myself (there’s that human connection element again) to asking me to fill out employment paperwork, I was able to be productive and feel more connected to my new team before I even began.

在与您正式开始工作之前，与新员工保持联系有很多好处。通过共享有关您的办公室和政策的信息来利用时间，以照顾税收和法律文书工作等物流prepping new hires对于他们开始的期望。放心，随着沟通的增加，您的新员工会感到他们已经做出了正确的决定。

使用此方便的清单来确保您communicating effectively with your new hire在第一周之前：

• 有新的雇员在数字上填写文书工作，例如其NDA，如果适用，专利/发明协议和税收表。
• 确保每个参与的人（从人民团队到招聘经理）在入职时知道他们的角色。Assign a “new hire buddy” to act as a liaison throughout week one for every new employee.
• 为新员工提供第一天的详细时间表（包括前往办公室的指示，他们将要见面的人的名字，无论办公室服装是礼服还是休闲，以及他们应该计划在午餐时做什么）。
• 分享您的员工手册的副本和福利指南。
• 允许新员工请求其首选的桌子/计算机/设备设置。
• Give new hires access to your company intranet or onboarding software like188bet安卓APP温室入职因此他们可以熟悉同事。
• 分享可以在开始日期之前解决问题的人力资源人员或员工的联系信息。
• 通知所有员工通过内部沟通渠道即将到来的新员工的到来，并鼓励所有人欢迎他们。
  

在第一周更加人性化

New employees might have felt anxious about even the littlest details, from their first team lunch (should I bring one?) to their day one outfit (business casual or jeans ok?), but if you’ve followed the above, they already know what to expect. We’re off to a great start! But week one is often the most overwhelming time to a new hire.

回想一下您上次遇到团队的新成员。您已经知道您的同事的名字，因为您已经认识了很多年，所以添加一个新人并不那么艰难。现在，将桌子换成新员工！他们正在开会并记住您的每个姓名，并确定有关您每个人的信息。公司越大，他们必须处理的信息越多，那就是人民，更不用说系统和流程了。很容易看出为什么该信息转储几乎可以使任何人筋疲力尽。因此，为了善意，不要使您的介于一日的婚外情。

At Greenhouse, I was pleasantly surprised to find the on-site orientation spanned one week, with scheduled times within each day to decompress from learning sessions. Each day, our orientation group had time to get to know our fellow teammates better, take an office tour, have a team lunch and better understand what makes the company special. My new hire buddy was on-hand for any questions I had and my hiring manager had already shared additional materials with me about my new role. I emerged from that on-site new hire orientation week feeling excited, motivated and part of the team.

Another important element I discovered with the new hire orientation process was the request for feedback. Even during the process itself, the teams at Greenhouse were eager to understand our reactions to the new hire schedule, the information presented and even the format and scope in an effort to iterate and improve the process for all. I was also asked to provide survey answers throughout the process and beyond. As an employee, I feel valued and listened to when I’m able toprovide feedback via survey and in person。它加强了我和我的雇主之间的联系。

此清单将帮助您指导您的公司完成week one of new hire orientation：

• 与人力资源管理局确认新员工已经签署并提供了所有必需的文件。
• Make a company-wide announcement that the new hire is starting via internal channels.
• 如果可能的话，请在同一天开始新员工，然后向同一房间报告快速欢迎聚会。
• Have the new hire’s buddy give an office tour and take them to their desk.
• 将新员工介绍给他们的经理以及他们将要与之合作的任何其他重要人物。
• 如果您的公司使用Slack，请将新员工添加到适当的渠道中，以便他们可以开始与团队进行交流。
• The new hire’s manager should host a weekly 1:1 meeting to clearly outline progress and expectations. This is a great chance to discuss the new hire’s own career goals.
• Assign work that helps the employee understand the company and the role.
• 在其日历（公司价值，福利，IT教学会议等）上设置必要的方向会议。
• 为新员工建立团队午餐，以了解他们的团队成员。
• 从一开始就练习包容，并让新员工参与进来。邀请他们参加即将举行的生日庆祝活动，欢乐时光，团队郊游，卡拉OK之夜等。

在整个招聘过程中，让我们更加人性化

一旦开始的初始阶段得出结论，请务必注意，您的新员工仍然是新员工。他们将在整个90天的关键90天内继续需要指导，培训和支持。在那之后？他们的前六个月将决定他们对您与您的角色的看法。这一切都始于坚强的基础，甚至在您的新员工在第一天的电子邮件中登录到公司电子邮件之前就建立了。

人类在整个过程中更多的是essential – it highlights empathy and understanding that being new isn’t always easy, but it can be exciting and fun. I’m grateful that my onboarding experience was such a positive one – and I hope that you, too, can create a positive employee experience for all your new hires.


寻找今年的新登机趋势吗？阅读Zavvy的这篇文章for more ideas on creating a more human experience.

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