Unit 9

Selection Selection Plan Screening Interviewing Simulations Testing References Background Checks Onboarding

Stage 1. Prepare for Interview  Review interview plan and resume/application  Arrange appropriate environment Stage 2. Establish rapport  Greet and introduce yourself  Thank the candidate for coming  Chat for approximately one minute  Explain structure of interview  Explain note-taking Stage 3. Get Information  Ask questions to obtain information on work experience, educational background, and self assessment  Ask if there is any other information the candidate would like to provide

Stage 4. Give Information  Provide overview of organization, department and job  Give applicant opportunity to ask questions Stage 5. Close  Explain the next steps (who, how, when)  How you may be contacted  Thank the candidate for coming Stage 6. Record  Review notes  Complete applicant evaluation form

 What are some benefits of conducting new employee orientation?

 Welcomes the employee  Sets the tone  Identifies expectations  Demonstrates what the culture and mission is  Can help shorten a new employee’s learning curve

 What types of things have been included in the orientations that you have attended?

 Company profile.  Mission, vision, values of the organization.  Organizational culture.  Organizational chart.  Directory.  Tour of facility.

 I-9 form.  Personal information sheet.  Tax withholding.  Benefits enrollment.  Policies (e.g., anti-harassment, non- discrimination, , dress code, telephone, etc.) and/or employee handbook.  Employment-at-will.  Non-competition agreement.  Security information.

 Introductions  Facilities/Resources  Organizational/departmental structure  Job duties  Performance expectations  Tools and supplies (business cards, account, keys, etc). “How we do things” (informal issues for ensuring success). Etiquette issues (eating at your desk, answering phones, personal items at work, etc.).

 Provide all the basic information,  Give a tour of the facility, introductions to key staff and review of all new employee paperwork.  Because new employees will retain only a certain percentage of new information, it’s important not to inundate them with too much and to reinforce information throughout the onboarding process.

 Provide more detailed information and reinforce key points delivered previously.  The human resource professional, the supervisor, the mentor or combination of them should check in to determine how the new employee is adjusting. This should also serve as an early opportunity for the employee to air any concerns.

 During the first month of employment, continue to reinforce key issues and introduce the new employee to additional staff, including key members of the leadership team.  Check in to determine whether the employee’s questions and concerns are being addressed.

 Mentor/Partner  Online Orientation  Blended Learning  Onboarding

 Any other ideas of how to conduct effective orientation?  Anything else to share or any other questions?

 I have enjoyed getting being here with you.  Best wishes in your educational journey!