1. Give them time
If you’re trying to make someone good at anything, it takes time. You have to invest in that at the very beginning. Block out time in your diary to go over the vital skills. Take time to sit with them, eat with them and get to know them. They will then feel more comfortable with you and therefore will feel better about asking the hundreds of stupid questions we all had once upon a time. The quicker these questions are asked, the quicker they’re learning. Don’t forget to take the time to socialise with them as well. Building any kind of relationship will always take time.
2. Onboarding
We all know by now that it matters. Actually, it matters more than most things and how you onboard your latest recruit can often determine if they stay or go. Create a welcoming environment so that they feel at home and invested in from the very beginning. It’s also a good opportunity for you to tell them everything they need to know to get up and running straight away.
3. Give them the right tools
Make sure your new hires have the right technology and tools to do the job you’ve hired them for. This includes recruitment software that is easily accessed and easy to use. Access Recruitment CRM has single sign on points of access, bespoke dashboards and an intuitive system that allows consultants to collaborate with other departments. This makes it easier for your new recruiters to work across the entire company, breaking down silos and improving efficiencies.
In addition, ensure that they’re being trained appropriately on these tools and know how to use them.
4. Incentivise them
Your new recruit is at a stage in their career when they’re probably heavily incentivised by the money and perks that come out of recruitment. Make sure you clearly communicate with them what they could potentially gain and how they can achieve those things. It’s often helpful when you can visualise what you’re actually working towards.
5. Educate
As time goes by you will do this less and less, but for now, the more they know, the better they become. Make sure you educate your new recruit on company culture and brand ethos. If they know exactly how the business conducts itself, is perceived in the market and the internal culture it cultivates, they’ll be able to take this to market with them, and therefore, go to market with the right message.
6. Open the door
The most important message to get across to your latest hire. There is nothing worse than having a burning question but being scared to approach your manager because you’ve already asked hundreds of seemingly inane questions that day. But you find that you can’t carry on with your work until you know what to do next and you’re left in a sweat at your desk not achieving anything at all. It’s your job to make sure that your new recruit can ask you anything at all. That might mean you have to actively draw it out of them for a while until they get comfortable, but keep your door wide open to them.