Supervisors

Supervisors: Onboarding Your New Hire

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Talent Engagement Orientation Resources

Supervisor's Role

You play the most important role in the orientation and on-boarding process for a new hire. From planning and arranging for the arrival of the new hire, to your presence and involvement during the first days and follow-up over the next days, weeks and months, you, the supervisor, are critical to both the retention and immediate successful performance of our new employees.

Pre-Hire

In order to prepare for the new employee, it is critical that specific per-hire activities take place prior to the first day of employment. These activities include arranging for the following:

• Work space
• Technology – hardware (e.g. computer)
• Technology – software (e.g. computer programs, access levels, log-in information)
• Building, parking, and security access
• Other work tools and/or supplies

First Days & Weeks

Most people remember their first days on a new job. The first day sets the tone for a new hire’s employment and career with Houston Community College. Our orientation and on-boarding process should reflect a positive and productive experience for all new hires. The first day on the job should make the new employee feel that they made the right decision to join our organization. By following the “Orientation Checklist” provided, you can ensure a “positive” start for the newly hired employee. Getting the employee grounded quickly ensures the new hire will quickly become a contributor within your department. Focus on issues in the following areas to get the new hire established in his/her position:

• Schedule, Job Duties, and Expectations – workspace, goals, expectations, job description, hours of work, call in procedures, organizational structure, job essential training, etc.
• Socialization – introduce them to others and acclimate them to new surroundings
• Work Environment – keys, building access, parking, emergency information, additional supplies, campus or building tour
• Technology Access and Related Issues – computer, access, telephone, voicemail

First Months & Year

The orientation and on-boarding process goes much further than the first day of employment and extends to at least a year. These first months are when the learning curve is the largest for an employee. They are learning a new organization, a new culture, systems, processes, procedures, establishing / building new relationships, etc. Although an employee’s actual probationary period may be more than 90 days, their first 90 days are paramount to a successful orientation to HCC.

The first several months can be very exciting for a new employee, however they can also be filled with anxiety as a new hire navigates his/her way through a new organization. This is the time when you, the supervisor, must spend time training his/her new employee, discussing mutual expectations, establishing the performance targets for the year, and being available to answer questions and address concerns.

Although first day impressions are critical, it is the first 90 days that can make or break a good employment relationship. By investing some time, you can provide a rewarding and constructive orientation process.

Focus on issues in the following areas to help him/her thrive in the new position:

• Schedule, Job Duties, and Expectations – meet 1:1, provide feedback on performance, discuss goals and progress, prepare for and conduct probationary review, job essential training needs, etc.
• Socialization – encourage the new hire to get involved in department/campus events
• Technology Access and Related Issues – discuss additional software needs and systems access