Attracting A-Players and keeping them.

When a new employee starts with your company there should be fireworks. 

Literally…

Because that’s what’s happening in their mind. 

They come in with massive enthusiasm and readiness for change which is so different to existing team members.

But time normally hardens people to change making them incredibly resistant.

That’s why I reckon really good onboarding procedures are fundamental these days. 

To not only set people up for success but also confirm that they made a good choice to join you and make magic happen. 

I wouldn’t say we have the best process yet, but we’ve been slowly adding to it. 

And today I wanted to share exactly what mine will look like when it’s finished in case you want to borrow it.

THE MISSION:

BUILD A KICK ARSE ONBOARDING PROCESS TO RETAIN TALENT 

The goal is to become the type of company people actually want to work at and recommend.

To make the A-Players seek you out instead of always trying to recruit people for a job.

For that to happen, we've got to create the right environment and let word travel.

First things first...

THE INTERVIEW 

• Hold it somewhere that makes them comfortable with no distractions.
• Don't wing it. Do your homework on them and have questions ready.
• Make a checklist for them for attending so they feel prepared.
• And a checklist for your team too.

We use trial shifts in the hospo industry. 

It’s one of the best tools in the recruiting process because it gives them a taste of what’s to come and allows the team they’ll be working with the opportunity to help select their crew.

PRE-TRIAL SHIFT

Send the recruit an email saying something like…

“We can’t wait to meet you. Here’s what to expect on your trial shift”

Include things like:

• Directions
• Parking access
• First-day schedule
• Personal details they should bring
• Names/info on people they will work with
• Photo headshot of the manager in advance (and a photo of the applicant to the manager) 

Now you’re ready for the trial shift.

 Assuming they’re a great fit because you’ve screened them properly, it’s a good idea to have these ready so you look like a pro: 

• Checklist for Managers
• Contract ready for signatures
• Superannuation and bank details
• Future points of contact for the new hire
• Printed job description / key responsibilities
• Outline the next steps to the applicant with timelines
  

I also like to send them a text or email later that day that just says:

“It was a pleasure working with you today. Looking forward to achieving great things together”

BEFORE THEIR FIRST DAY

• First-day schedule
• Software permissions
• Company history overview
• Culture, values and mission
• Outline your communication stack
• Shifts, leave requests, points of contact
• Capture key personal data and interests
• Introduce to the team - Internal announcement and hype
• Three Buddy System - Matching new hires with a peer, a leader and a culture buddy.

Oh, and if it’s an office position, set up their workstation…

No one likes sitting in a used, warm chair that smells like exiting employee fart…

Okay…

DAY 1

• Orientation tour
• Benefits and perks
• Intro to products and services
• Deeper intro to the specific role
• Scavenger hunt for junior positions
• Email from CEO: CTA to track me down
• Our Team say hello: CTA to engage in open dialogue
• Welcome box: Employee handbook, CEO note, random goodies

DAY 2

• Our business challenges
• Our business model
• Organisational chart
• Company strategy
• Tools of the trade 

DAY 3

• Give them a small task that must be completed by the end of the week to make them feel useful.
• Scheduling check ins and important meetings to attend
• Lunch with a buddy to verbalise culture
• One specific relevant training
• Intro remaining team

DAY 4 

• Outline the more subtle expectations
• How to find key documents
• Follow social channels
• Set personal goals
• Customer profile

DAY 5

• Invite to happy hour
• Things we like to do in (city)
• Intro to organised team events

WEEK ONE WRAP UP

• Manager check-in
• Coffee catch-up buddy
• A care package sent to their home

 No doubt you’re looking at this list thinking “how the hell do I do all that for every applicant?”

 And I’m thinking… “I only shared the first week of my plan…”

 It’s detailed. I get it. 

 But these days, you’ve got to stand out to get all the talent to come knocking and want to stick around so I’d say it’s worth your time to set it up.

 If you do it right, you’ve:

• Integrated them into the culture
• Set them up for success
• Challenged them
• Supported them
• Educated them
• Inspired them
• And listened to their ideas…

 And I’d say that puts you in the top 0.001% of businesses that they’ve ever worked for. 

 In that case, it’s safe to say they might stick around and do some of their best work for your business AND tell others.

 I hope this helps!

 Happy onboarding.