How To Get the Most Out of Your New Hires From Day One


Many companies struggle with designing the right programs to effectively orient employees to the many facets of their roles.

Follow these tips, and you’ll be armed with actionable strategies to obtain the peak performance you desire and deserve, straight out of the gate.

Start the process before Day One

Day One can be overwhelming for new hires and a waste of your time and theirs if you’re not prepared for them.

Contact your new hires prior to day one to communicate what they can expect on the first day. If possible, have them come into the office in advance to cover guidelines, fill out the necessary HR paperwork, and get set up with IT. This way, the first day isn’t filled with unnecessary down time and waiting. By getting them set up ahead of time, you establish respect for everyone’s time.

Engage your employees on Day One

Every position has its share of mundane tasks. But day one is not the time to throw them all at your new employee.

First impressions matter, particularly for members of Generation Y (also known as Millennials) who make a decision about whether or not to stay with a company long-term during their first days on the job. Reinforce that they have made the right decision to work for you by getting them contributing right away. Give them a task on their first day that allows them to use their brain and tap into their creativity – whether it’s researching a venue for an upcoming event or allowing them to sit in on a brainstorming meeting with you.

Showing new hires that they are important and that you value their contributions will also inspire productivity and loyalty toward your company.

Be a mentor, and help them foster relationships

First day lunch is one of the most important experiences to get right for a new employee. It can solidify that they are a culture fit or reinforce that they are not.

To encourage the former, set your new hire up to have lunch with colleagues or if it is appropriate, take them to lunch yourself. After day one, make it a regular occurrence to ask new hires about their working style and how you can support them in their position. Let your new employees get to know you too.

Being a mentor is a two-way relationship. When you act as that mentor for your employees, particularly your young professionals who may be in their first job, you are inviting them into the company family.

You have the opportunity to create a significant, long-lasting positive impact on your new hires by following these simple and effective tips. The most important thing is that you get to it by day one!

What are your strategies for making day one a success for you and your new hires? How do you get your newest employees oriented, integrated, and delivering results as efficiently, effectively, and energetically as possible?

  • Smartypants

    You hardly “establish respect for everyone’s time” by having your new hire come in prior to his or her start date to complete paperwork and orientation, unless by “everyone” you mean everyone but the new employee. First-day housekeeping tasks should be done on the closck, not off.

  • Jocelyn Aucoin

    I’d also say that rather than tasking new hires, give new hires a little autonomy and let them task themselves. I think there is real value in having your ideas be heard. Can’t put a price on that! That really speaks volumes to new hires – it says, we value YOU! 

  • Mel Kleiman

    If you are going to have them come in early to fill out paper work in most states that is going to be considered their first day on the job and you are going to need to pay them for that time. If you have an automated onboarding process and send the paper work to them to be completed at home in most case you would not have to pay them.