Recruitment

Recruitment: Welcome new staff the right way with these simple tips

Beef Central, 23/01/2015

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RECRUITING and inducting new staff can sometimes be a long and costly process, so once the right personnel are recruited it’s important that they are welcomed into the business properly.

With hiring and embedding of new staff across the red meat supply chain currently at its peak, welcoming new employees to the workplace forms a vital part of the hiring process which does not stop at the job offer.

For some larger beef supply chain businesses like feedlots or processors, the human resources team will be responsible for welcoming new staff. However, in smaller beef cattle operations, it may be up to the farm or business owner or manager to do the honours.

The below tips offer some ideas for businesses and managers to successfully welcome new recruits into the workplace:


Showcase company culture

Company culture is important and is the environment in which employees work in.

While new recruits in the beef industry may already have some idea of the culture of their new company, and aspects may have shined in the job advert, businesses can promote this even further before the new recruit has stepped foot onto the processing floor or into the stockyard.

Depending on the type of hire, there may be a period of time from when the recruit was offered the job until they start. By leveraging this time to introduce company culture, new recruits are provided with some idea as to what to expect on their first day of work, as well as insights into their new work environment.

Sharing materials such as handbooks, welcome packs, videos and personalised uniforms or workwear, for example, in addition to compulsory paperwork and forms can showcase a sense of the company culture and prepare employees for their first day on the job.

 

Deliver a well-planned induction

Inductions are an integral part of welcoming new recruits into the workplace. The Australian beef industry can be a rewarding, demanding and regulated industry and having a well-defined induction in place is not only a legal requirement, but can help new recruits start on the right foot.

An induction can include an overview of the company, vital information on the company policies and procedures, safety inductions and requirements as well as a tour of the employee’s new workplace. For example, a meat handler may take a tour of the processing facility as well as other divisions to become familiar with the structure of the company as well as meet their colleagues.

Developing an informative, engaging and concise induction that does not overload new recruits with information is key. Determine what information is vital to communicate to the new employee when they start and what can be held off until they have settled into their role.

 

Team new recruits with a mentor

There is a lot to be learned in any individual sector in the beef supply chain, and teaming new recruits with a mentor or buddy in their initial weeks on the job is a great way to help them settle-in and get used to their new work environment. It can also help establish working relationships with co-workers, allowing new recruits to integrate efficiently and smoothly into their new role. The mentor can be the go-to person when the new employee has questions or requires help and it is a great way in which businesses can impart the knowledge from existing or experienced workers onto new ones.

By utilising a mentor or buddy system, new recruits will grasp the company’s processes and procedures and particularly those employees who are new to the industry can receive guidance and advice from experienced workers in what can be a constantly evolving industry.

 

Set goals early on

The time when a new recruit comes on board is a great opportunity for both the business and employee to set expectations and goals in relation to their role.

A rookie stockman may not be at the level of a head stockman, though by setting realistic, manageable and measurable goals initially can assist new workers learn the ropes and build up the skills and competency to perform their role with confidence.

By defining goals early on, not only can managers and business owners know how new recruits are going and their capability for doing their job, but it also shows the company values its new employee as well as their professional development; fostering an open, supportive and welcoming environment for new recruits.

 

Introduce them to their team

Meeting co-workers can be both overwhelming and exciting for new employees. Introducing new workers to the team is an important step to establish rapport with colleagues.  Business owners are busy people and in some instances may choose to hand over this duty to a manager or co-worker.

For larger, or multi-site businesses, sending an email to all staff announcing the arrival of new recruits that have joined the business is a good idea, so staff in other divisions are aware of new team members. Others might consider an informal welcome lunch at the local pub with direct co-workers. Taking the time to ensure new recruits are welcomed into their new team properly highlights that the business cares about their staff and genuinely values their contribution to the business.

It also assists in establishing team cohesiveness as well as building confidence in new recruits to be productive and loyal members of the business.

 

Touch base regularly

In smaller business operations, the manager or owner will likely be in daily contact with new employees and be there from day one, however, in larger businesses this may not always be the case. Touch base regularly with new recruits, especially in the first few days and see how they are going and if there is anything that can be done to assist them if they require help. Making the effort to catch up regularly promotes rapport and can help ease any anxiety new recruits may feel while they settle in to their new role.

Consider these tips when welcoming new recruits into the workplace and assist them in starting off on the right foot to becoming valuable and productive members of the team.

 

Source: AWX Agribusiness – Partners in People.

 

 

 

 

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