We Sell Laptops Inc.
Welcome the individual to the organization, workplace and position.
New Hire Orientation
A Proposal for Change
ORIENTATION
Presented by: Abnet Begna, Julia McKnight, Mayned Horn, Sergio Silva
Pre-Orientation Checklist
We plan to start our new hire orientation with the first interview
We share our mission/culture
- Why?
- Find the right fit
- Opportunity to self-select out
After candidates accept verbal offer:
- Send our pre-orientation materials such as benefit packet, area guide, and tips from current employees.
- This will help us to reduce the information overload when they start
Our goal is to create a “continuous learning climate”
Core Values
Orientation Follow Up
Product and Service Value
New hires will receive the support they need early in their employment
- Assign mentors to new hires
- HR will check in on manager
- Managers encouraged to sit down with new hires
Pre-Orientation Checklist
Orientation Follow Up
We fastest growing call centre in Moncton with over 75 employees. We sell laptops. We are known for our quality service to our customers.
- Introduction to the department
- Departmental lunch with new hires
- Welcome messages on the new hires’ desks
- Let them know we have not forgotten about them
“To provide the best customer service possible."
Find ways to personalize the welcome.
- Learn their names, find out what their needs are.
- Are they new to the city?
- If they are, we need to help them integrate into the community.
Maintain open communication with the new employee.
- Call employees prior to start date.
- eg. Dress code, parking space, workhours.
- Meet and greet before the orientation (end of month potluck).
Ensure the new employees have:
- A work space, desk, computer, telephone.
- All appropriate materials and equipment needed to function adequately.
- Personalized letter welcoming them with their company logo.
Identify manuals, policies, procedures, and any other important materials.
How the new changes will impact our numbers:
The new process will reduce the turnover rates to:
- 21% for the first 3 months.
- 10% for the next 6 months.
- 6 % for one year and over.
Reasons for Change:
Our Vision
Our Current Reality
- Need to hire 10 to 15 employes per month for the next six months.
- Need to keep on providing quality service to our customers.
We surveyed our current employees...
The results? ...Shocking!
The Benefits
- New hires
- Overturn:
- 36% leave within the first 3 months.
- 22% will leave after 6 months.
- 15% will leave after 1+ period.
- Average training cost:
- 4,490.00 per employee.
- For 5 weeks training.
- “The online policy manual was helpful, but I still don’t know where to get the office supplies I need.”
- “How can I meet more employees?”
- “How am I doing? I haven’t received any feedback and it has been 4 weeks. I’m afraid to ask.”
- “This is not the job that I thought it was going to be.”
- “My family has been asking about my new job at the dinner table but I realize that I don’t know a lot about this company. Who is our CEO?”
- Higher organizational commitment
- Stronger connections between employees
Highlight policies and practices.
Demonstrate that our Company value each and every employee who joins the organization.
The Benefits
- Reduce Turnover
- New hires are integrated immediately
- New hires are supported
- Save Time
- Productivity will not be delayed
- Access to information right away
Environmental and Human Being Care
Pursue Growth and Learning
Commitment to Excellence
Passion for our Customer's Success.
Build a Positive Team and Family Spirit
Build positive connections between the employee, co-workers and management team.
Make workplace resources readily available to newly-hired individual.
Consider the social and team-building aspects of employee development.