the New Hire Interview
When a candidate accepts a job offer, some hiring managers act as though the Talent Acquisition process ends there - but it doesn't. Consider the candidate's experience. They were courted for weeks, with numerous interviews, zooms, coffee, tours, and check-ins, and then — crickets.
There are various pre-hire connections you can establish to ensure the candidate is prepared for their first day; for some terrific ideas, see my blog "Next Level Onboarding." A New Hire Interview is another idea I have for you to check in with your new team members. This is a different kind of new employee interview, to be sure.
You're reaching out and setting up a check-in call or meeting with your company's new employees a few weeks after they start in this interview. Checking in to check how things are going and if there is anything else they require to be successful.
You can have an open conversation and let the conversation take you where it wants to go but having some structured questions ahead of time will help you pinpoint certain stages of their onboarding and discover what is and isn't working.
For example:
How was your first day? Did you find your way ok? Did you see where to park and where to check in?
How long did it take to get your email and all log in credentials?
Did you get issued your uniform on your first day?
Do you understand your schedule, when its posted and is it clear to you when your shifts begin and end?
Have you had your first paycheck yet? Do you understand all of the pay categories and understand how to check your hours to make sure it is correct?
Do you have all of the supplies and tools you need to do your job well?
Is there anything not working well for you in your day-to-day work?
What is the best thing you’ve encountered so far?
Is there anyone that you are having difficulties with or makes you uncomfortable?
Is there anyone that has been particularly helpful and welcoming?
How can I support you?
You can ask process-related questions, if they have an onboarding buddy or a mentor – you can check in about that partnership, you can make sure they know where to grab lunch and start discussing benefits that are or will be available to them.
The goal is to learn how their start went, track concerns, make systemic changes if the problems are major or recurring, and interact with the employee. Employees frequently have wonderful ideas to offer, and if we encourage them to do so from the beginning of their employment, they are more likely to continue to do so.
We're all putting in a lot of effort, time, and money to find, recruit, and interview new employees. Make sure you have a robust Next Level Onboarding plan in place, as well as a plan for their first 30-60-90 days (at a minimum) and check in with your team members on a frequent basis to ensure high levels of engagement and a great work environment. If you would like support in this process, Let’s Talk.