For the first couple of weeks, it’s important to have a structured plan for what the new hire is going to be doing. First impressions of a company are important. If, at any point, a company seems disorganized or the new hire has nothing to do, it looks bad on the company and could affect the new hire’s desire to work there.
The author of the “the seven benefits of an onboarding program” talks about that the onboarding program will provide employees the right tools and education they need to be productive right way (Zenefits blog, 2015). The article talks about the following points. First, companies can help the new hires learn about the company, promptly and comfortably. So they don’t have to experience unnecessary ambiguity. Second, employee will understand the expectation from the company and from the team. Therefore, they will understand their new role and job duty more clearly (Zenefits blog,
The hiring procedure should, communicate (in detail) what the company will need as information and the procedure, which the company will use to advertise for any posts that are vacant. This will include for example the job description, content expected in the application, referees, legal requirements, interview and notification process and the terms of the contracts.
Effective orientation and training of employees starts with a clear understanding of the individual companies Objectives, philosophy, and a brief history of the organization. This will help employees to be able to understand the rhyme and reason of why things are done in a certain way. To determine what the best practice of orientating and training the job expectations must be clearly outlined.
After the need for the job is recognized and a job description is generated the recruitment process can begin. There are two types of recruitment, internal and external. Then the selection process starts with the application, formation of a search committee, reviewing of applications, a short list is developed, interviews are conducted, references are called, and the job offer is made to the final applicant. The recruitment process has changed significantly over the last 15 years with technology becoming more advanced and organizations using more creative ways to recruit new
Tasks of service of the personnel — to develop the program of adaptation of new employees. It can be both simple interview, and a seminar, both excursions on office and production, and the movie about the companies, the Management for new employees". The main thing that such program was and it was carried out, it is desirable informally though style I of carrying out in many respects depends on corporate culture.
When beginning to recruit new employees to an organisation or company, CIPD (2014) explains the first stage of the recruiting process should be “defining the role.” Bratton and Gold (2007: 245) also describes the first stage of recruiting as “generating a pool of capable people”, therefore analysing the job, assembling a job description and person specification.
According to Flippo (1984), recruitment is an activity of looking out for individuals for employment and motivating them to apply for jobs in the organization. Recruitment is a pursuit that connects the organizations and the individuals. It is an activity of hitting upon and inviting skilled candidates for engagement. The course of action commences when fresh candidates are pursued and completes when their applications are put forward. The outcome is a collection of applications out of which new employees are chosen. Recruitment can also be defined as the process to find out sources of manpower for the purpose of necessity of recruitment agenda and to use effectual methods for fascinating that manpower in sufficient numbers to enable successful selection of a competent waged force.