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- Does HR or the Manager own New Hire Onboarding?
Does HR or the Manager own New Hire Onboarding?
12,000+ people gave me their thoughts
Welcome to the Optimistic Office
Hey there it's Harris!
Every other Tuesday, I share insights and ideas to help you recruit, onboard, and retain your employees.
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Read time: 4 minutes
Need HR Templates?
You have to create a 30-60-90 day plan for a new hire but aren't sure where to go?
You need a performance evaluation sheet?
You are often asked to create documents and you don't know where to go to find them.
That's why I created the HR Templates bundle - to give you everything you need and to be able to fully customize these to your organization.
Check them out below and let me know what you think!
In this newsletter, we highlight one thing we love, see as innovative, and find interesting within the workplace.
LOVE: How to onboard your new hires as a Manager
INNOVATE: Interview with ChatGPT about HR trends
INTEREST: 82% of workers more likely to apply for a job with listed pay range
WHAT WE LOVE:
I asked 12,000+ people who is the primary owner of new hire onboarding.
67% said the hiring manager, and 33% say HR.
Most of the advice out there is for HR.
Here's how to onboard your new hires as a Manager:
— Harris Fanaroff (@HarrisFanaroff)
2:17 PM • Feb 25, 2023
I asked 12,000+ people "who is the primary owner of new hire onboarding?"
66% said the manager, 33% said HR.
It feels like all the advice out there is for HR so I wanted to share how you can onboard new hires as a Manager/Founder
Call them to congratulate them
Keep the momentum going, pause your day, and call to say how excited you are.
2. Send them swag
Use my friends at SwagUp and receive a discount
3. Make day 1 memorable
Block your calendar from 8 am - 11 am and take them to lunch or send a gift card for lunch
4. Prioritize team members for them to meet
Give them a goal of meeting the 3 most important people for their role in the first week
5. Provide them with a buddy/mentor
No matter how good of a manager you might be, there will be questions they don't want to ask you.
6. Find an early win
Think about a task they can accomplish that will make them feel good and get them moving forward.
7. Create 30/60/90 day goals
Make these for every position you hire, 30 days is about learning, 60 days about contributing, and 90 day is about owning.
8. Ask for feedback
Ask what went well, what could've gone better, and how they would change the onboarding process.
WHERE WE SEE INNOVATION:
Everywhere you look it seems like someone is talking about AI or ChatGPT and how it can impact your business.
That's why I found this article fascinating when they asked ChatGPT to discuss HR trends in 2023.
The big areas the articles goes into are:
Employee Well-Being
Remote Work
Increase use of AI and Automation
Emphasis on DEI
Skills Based Hiring
It's pretty darn good content for a robot... check it out!
WHAT INTERESTS US:
This small action can have a massive impact on your ability to get the best talent.
And it seems like a tactic that isn't done by many companies out there.
Just putting the pay range of the requested job can help you land the right candidates for your positions.
If you do this or don't do this, I'd love to hear more about why.
Currently, only 43.7% of positions list this data.
What I've Been Reading:
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