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Career Expert Provides Onboarding Tips

Nerves can get the best of both new employees and their employers when someone has arrived for their first day.

Failing to consider what that person will do, how to make them feel welcomed and address other details can leave everyone feeling uneasy. 

Career experts, The Muse, recently launched their first ever online course on Udemy in order to help people navigate the hiring process. Kathryn Minshew, The Muse CEO and founder, has expert advice for small business owners when onboarding someone in a new role. 
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  • On what to do before the new hire’s first day: First days can be overwhelming, so one thing you can do to ease the pre-start jitters is to send the new hire as much information beforehand as possible. Sending them benefits information and your employee handbook ahead of their first day gives them a chance to get acquainted with the culture before they step in the door (and before they're also trying to get familiar with the day-to-day of their new role).

  • Onboarding doesn’t stop after the first day: One way to make sure that your new employee onboarding doesn't end with HR is to assign them a buddy to check in with them as they get settled. At The Muse, we assign Muse Buddies to every new hire—usually someone in a totally different department—who can use a company-provided stipend to take the new employee out of the office for coffee or lunch as well as check in with them throughout the onboarding period. It means a lot for new hires to have a friendly face they feel comfortable talking to, and we've seen a lot of long-standing office friendships start this way!
  • How to improve the process: As your company culture grows and changes, so should your onboarding process. At The Muse, we send new hires a New Hire Survey via Culture Amp after their first 30 days to collect feedback on their entire recruiting and new hire experience - everything from the interview process to their onboarding experiences to how they're getting along with their manager and their teams. This way, we keep a pulse on how new hires are feeling after their first month, and we can make sure our onboarding process is always improving.
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