Despite being different from what you advertised, you evaluate new hires in their first days and weeks to ensure they’re the best fit for your company. But have you thought about how those new hires might also evaluate you? Your latest employees are making up their minds rather quickly, believe it or not, on whether your company is a place they can see themselves working at for a long time.

It’s best to acknowledge that new hires’ first impression of you speaks volumes about the kind of company you represent and could affect how long they stay with you. A few best practices can improve your onboarding process to begin your new employee relationships on the right foot. Our guest blog offers examples of good first impressions for new hires.

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The first day at a new job is like a first date. It’s all about making a good impression—memorable, respectful, and true to your organization’s nature. However, unlike dating, the stakes are arguably higher. How your company treats new hires on their first day speaks volumes about your culture and dedication to their success.

Our comprehensive guide explores real-world examples of good first impressions for new hires and showcases a few best practices to infuse your onboarding process with excitement and efficiency.

Personalized Welcome Kits Win Hearts

A modern spin on the traditional HR welcome packet, personalized welcome kits are a thoughtful gesture eagerly received by new employees. Take, for instance, the startup that provided the usual paperwork and company swag and also included a personalized note and a gift card for a local coffee shop. The benefits of promotional items for onboarding don’t just stop at the day-one experience; they extend the company brand and sense of community far beyond the office walls.

Crafting the Perfect Welcome Email

Email is often the first point of contact for new hires, and it can set the tone for their onboarding experience. A generic, dry welcome email can dampen the spirits of even the most enthusiastic newbie. On the contrary, a well-crafted email that shares the company’s history, values, and some fun anecdotes from the team can make the onboarding process less stressful for everyone. The email is a digital handshake, an extension of the warmth and welcome the employee should expect from the company.

HR’s Key Role in All-Star Onboarding

Ensuring a great first impression is HR’s challenge—and opportunity—to shine. By including personalized itineraries, arranging lunch with team members, and holding a “get to know you” session, HR professionals lay the foundation for a positive employee experience. Through these actions, HR makes the onboarding process less about paperwork and more about the people and sets the stage for a long and successful employee-employer relationship.

The Power of Onboarding Buddies

Pairing new hires with onboarding buddies is an effective way to facilitate a smooth entry into the company. These mentors guide new employees through processes and the less tangible aspects of understanding team dynamics and company culture. The partnership makes onboarding a shared experience and creates an immediate support system critical for those stressful first days.

Support Beyond the First Day

The onboarding process continues after the new hire’s first week on the job. It should be a continuous effort to position HR and supervisors as resources for new employees. Scheduled check-ins and feedback sessions are a testament to the company’s investment in the individual’s growth. Celebrating first project completions, or better yet, the first win, also goes a long way in solidifying the new hire’s confidence and morale.

Make Milestones Count

Recognizing and celebrating milestones, whether it’s their first month anniversary or a successful project launch, showcases the company takes notice of their employees’ achievements. This ongoing support and affirmation are crucial in maintaining a positive first impression and nurturing the employee’s loyalty and commitment to the company.

With these examples of good first impressions for new hires, companies can set the stage for success and long-term employee-employer partnerships. While you hired them, remember they hired you to oversee their career growth. Best of luck to all hiring or job hunting!

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Sales Tips: Good First Impressions for New Hires

1. Know the needs and desires of your audience, including your next new employer, in detail. Be Inspired and Inspiring!
2. Give a warm welcome to your new hire on the first day.
3. Introduce team members and assign one person to answer questions for the new employee.
4. Carve out time to explain the corporate process and how training may play out.
5. Convey you have an open-door policy for answering questions.
6. Ensure you have an inclusive environment.
7. During the next team meeting, carve out time for a new hire to introduce themselves and convey their experience and what they seek to gain from the job.
8. At the end of the first week, ask your new employee if they have questions to prepare for the following week.
9. Monitor the new hires’ and team members’ actions to ensure everyone is on track to work together.
10. Celebrate Success!

Today’s insights are provided to help you achieve the Smooth Sale!

RESOURCES FOR PERSONAL AND BUSINESS GROWTH: 

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Greg Jenkins Consulting LLC  – Helping organizations realize the value of diversity to build inclusive, evolving, high-performing cultures.

Growth Hackers – Helping businesses globally grow with lead generation, growth marketing, conversion rate optimization, data analytics, user acquisition, retention, and sales.

Humanology International Institute – The institution that develops and safeguards humanology as a discipline worldwide. 

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Lotus Solution LLC Helps organizations create diversity and inclusion to ensure fairness and work through customized consulting, training, and keynote speeches.

Onalytica: Find relevant influencers for your brand.

SalesPop!   Purveyors of Prosperity; How to Compete against Yourself to Excel in Your Career.
Simma Lieberman, “The Inclusionist,” helps develop inclusive leaders from the inside out to champion diversity and build equitable, inclusive cultures at every level.

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