Productivity Team Collaboration Tips & Insights

A Free Job Orientation Template Your New Hires Will Love: Part Two

If you read Part One of this post, then you already know a great job orientation experience can have a major impact on your ability to attract and retain top talent.

But, you might not realize just how huge that impact can be:

According to a study from Equifax, over 50 percent of people who recently left their job did so within their first year of employment.

(image source)

On top of that, almost 90 percent of your new hires decide whether to stick around or leave within their first six months on the job.


But here’s the good news:

Companies with a set onboarding process see 50 percent greater new hire retention than those that just wing it. 

In other words:

You can’t afford not to have a great job orientation program. 

Luckily, Eric Siu – creator of the digital marketing agency, Single Grain – put together an incredible onboarding checklist that the Zapty team has adapted into a free template you can start using now. 

Starts Zapty (free or existing) account with new project based on this template

In Part One of this post, I shared 4 steps you should take before your new hire even walks in the door.

(If you missed the first post, be sure the check it out here before reading on.)

Now, in Part Two, you’ll learn how to make the first day a success and what to do in the weeks and months to follow.

Excited? Then let’s get into it.

#5. Get Your New Hire Up to Speed on Current Goals and Projects on Their First Day

It’s the big day…

Your new hire is excited…

You’re excited…

Now what do you actually do?

Start off by giving your new employee a rundown on current events within your business.

Take the time to walk them through their new team’s current project focus, including exactly how they’ll be contributing to that project (both during and after their ramp period).

Of course, it’s important to highlight more macro goals for your company as well. Run your new hires through the company mission and what your plans are for the near future.

Then, start digging into how they’ll be playing a part in all of it:

#6. Clearly Outline Expectations for 30-60-90 Plan (and Beyond)

You took the time to put together a 30-60-90 day plan before your new hire even started.

And now, you want to spend a good chunk of the first day sharing that plan with your new team member to make sure they fully understand what’s expected of them and how you plan to help them succeed.

The team over at TINYpulse does a great job explaining why this is such a critical step:

“Learning takes time. Unlike a one-week training program that immediately pushes big projects onto a new employee, a 30, 60, 90-day plan lays the fundamental groundwork for success. And using 30-day increments allows people to focus on learning certain skills at certain times rather than all skills all at once.”

And here’s an example from Brian Groth of a 30-60-90 job orientation for sales reps:

(image source)

#7. Demonstrate Company Culture

It’s no secret that company culture drives employee engagement.

And that engaged employees are more productive and more likely to stick around at your company.

That’s why you need to make time for a display of your company culture on the very first day of a new hire’s job orientation:

It shows new employees how seriously your team values your company’s culture and how eager you are for the new team member to participate in it.

Try any of these ideas to give your newest employees a taste of your culture:

  • Hold an all-hands meeting to discuss progress toward goals (and introduce the new hire)
  • Make the new hire plan a team event for one of their first tasks (with your input and guidance, of course)
  • Have the previous class of new hires come in to share their experience in joining the company
  • Give a full history of the company and explain how your culture developed over time

Engaging new hires in your culture from the get-go makes a big difference in employee engagement and helps make people feel comfortable in the early days of getting acquainted with your company.

#8. Give Them a Small Project on Day #1

Just because you want to give new employees a chance to ease into their new position does not mean you can’t put them to work right away.

In fact, assigning new hires a small project on their first day makes all the difference in helping build confidence and getting people acquainted with your tools, processes, and team from the start.

Of course, the project shouldn’t be something super important or time-consuming. Aim for something that they can accomplish in the first week with the new hire’s existing skillset.

#9. Assign a Mentor to Help Integrate New Hires into Your Culture

Then, once you’ve assigned the project, schedule daily check-ins for the first week with a predetermined mentor.

A mentor gives your new hire someone to bounce questions off and a person able to provide honest, quality feedback on their work.

(Not to mention, someone to eat lunch with in those early, often-lonely days at a new company.)

Shrad Rao explains why a mentor makes such a big difference for new hires in the early days of their new job over on the Wagepoint blog:

“You don’t want to have to show them how to use the copy machine four different times in one afternoon, but chances are they’ll legitimately need more guidance than one explanation from you. Having a coach they can turn to with questions will help build their confidence.”

After the first week, transition the check-ins to once or twice a week and make sure it’s the new hire’s responsibility to bring an agenda for the meetings.

#10. Offer Relevant Reading/Training Throughout the First Month

New job orientation doesn’t stop after the first day…

…or week…

…or month.

But, I’m sure you can’t spend a month hand-holding your new hire through the onboarding process.

Which is why it’s a good idea to put together reading and training content ahead of time and assign it all on the first day of their job orientation:

Providing important content upfront gives new hires a good chunk of work they need to accomplish, and also gives you something to discuss during your first few 1-on-1 meetings.  

#11. Survey and Reflect on the Effectiveness of Your Job Orientation Process

You know your team needs to run post-mortem meetings after a project wraps up.

And guess what?

You should be doing the same thing at the end of each employee onboarding cycle, too.

Ask your new hire to reflect on their experience, but it’s also important to check-in with the assigned mentor and rest of the team to get their feedback on how the process could be better next time around.

Now It’s Your Turn:

Eric’s great onboarding process is all you need to establish an incredible experience for new hires joining your team.

And luckily for you, we’ve adapted this process into a job orientation template you can start using today on Zapty.

This template automatically plugs in Eric’s onboarding checklist into an easy-to-follow process workflow that makes sure your new hires get a best-in-class experience during their job orientation.

Starts Zapty (free or existing) account with new project based on this template
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