As we continue to grow our Marketing Eye Dallas office, we want to make sure that we are building a core team that can enable that growth. At my previous company I built that core team, they were the backbone of the organization and were instrumental in the business' success.

Not all employees will stay with you for the long-term, but it is important that while they are with your business that they are happy and contributing.  I know it's not a necessity, but I always like it when an employee leaves my business feeling like that they gained greater knowledge, did something good, and was happy with their tenure at the company.

Here are five ways to get a positive start with a new recruit.
5 Ways to Make a New Recruit Loyal to Your Brand

1. Start before you start: Its the first impressions that mean everything. As such, it's important that the entire process from receiving an offer and awaiting the start date is "on brand" and "on message" clearly showcasing your company culture. 
  • Interview process: send emails every step of the way that clearly communicate what sort of culture a potential recruit may be in for should they work for your company.
  • Always do what you say: If you say you are going to call them on a particular day, make sure that you do. It is so important that they see you as dependable, so they can be likewise.
  • Send a promotional product like a shirt, before they start to their home and a welcome to the team card. 
  • Have their peers connect with them on social media
  • Assign an in-house mentor.  I find new hires can be intimated of asking certain questions from their boss and are more comfortable asking 'stupid' questions from their peer.  
  • Provide a position description and an outline for promotion and salary advancement opportunities. Clear communication eliminates ambiguity and confusion.

2. Day one: Make sure that their desk is clean, computer is ready and they have all the tools need to do their job. It is good to have a buddy within the organization who can spend time with the new-hire on the first day.  It's funny that we often forget the small stuff like where is the restroom, coffee and water, and when do most people eat lunch.  Also cover some of the bigger things like culture; when do people usually get in, leave the office, what does a typical day look like.

3. Day 5: Find out how their first week has gone. What worked, what didn't. What is their impression of your company so far. Most employees have questions on day five that may have not been relevant or known on day one.

4. Day 10: Have a meeting to identify where the gaps in skills may be for the role that they are hired to do. Give them training options to help fill that gap in skill base so that they are able to quickly get up to speed on their role and perform at an optimum. Also, learn a little more about their skill set and things they can bring to the company that you didn't even consider.

Many times I've had employees share with me something they are willing to know or think would add to the business, that I never considered.  These are the secret gems where employees end-up bringing more to the business than expected.  For example, I have an employee who worked at a Fortune 100 company in accounts receivable.  She ended up being my silver bullet in solving collection headaches.

5. Regular pulse checks: Pulse checks are invaluable to identifying any issues as they may arise. By scheduling regular pulse checks, your new recruit will be able share any issues they may have or help you identify where as an organization you are excelling. 

Your employees are your business and are your brand.  In many business they are the only representative of your company that a customer will interact with.  Make sure you have invested the right amount of time in your people.
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