Integration phase in company
The candidate selected for the job interview will join the position to be filled. To face his New World, he can feel many worries. Thus, the employer must never abandon it in this phase of integration into the company. He will prepare his arrival well, welcome him, integrate him and ensure his follow-up. In return, a good adaptation on the part of the newcomer himself is essential. To properly prepare for the arrival of the new employee To save time, the employer will call the chosen candidate in advance. He will confirm to him over the telephone the fixed conditions of employment (his working hours, his salary and the benefits provided, his attributions, etc.).
The employment contract will then be sent to the new partner. He will be able to read it calmly and sign it before his actual start of service. This appointment will be added to your calendar to serve as a reminder. The employees in place must not be left to improvise. The business manager must also prepare them to welcome their colleague. Before the arrival of the new employee, the welcome kit must be ready. It will include the records that better inform about the employee: his identity and especially his evolution at work. The employer will therefore be able to note down his observations and remarks as they arise. The employee documents thus become will be well filed.
Managers at all levels (director, managers, etc.) could consult them at any time. The office will be fitted out, equipped with the related equipment. Thus, the new friend will be able to settle immediately at his workstation. Welcoming the new recruit On an agreed date, the company receives the employee in person. His immediate supervisor and the director welcome him. Various presentation sessions take place. The employee acquires tools and all the information related to his work, his surroundings and the company. A good impression of the employer and colleagues since the reception removed the doubts and the stress felt by the newcomer. A good welcome during the first days of work (approximately one week) will reassure the employee better. He runs no risk of leaving to hate the business. And he will be able to get to work with ease.
The new partner will perform the scheduled tasks. Then the employer will go further. It will present innovative ideas in relation to the mission of the company. The incoming employee will thus be encouraged to deploy his talents from the outset to aim for a common objective.
The integration of the new colleague
To allow the employee to excel more, the employer must offer him an entry-level training. The knowledge and technical skills required for his job will be transmitted during this period. An agent who is well supervised from the start will be more motivated in his work. He will become independent very quickly. It is up to the manager to enrich his training document. He must find ingenious and quality supports. Thus, the future manager will be able to acquire more reliable skills.
The follow-up of the incoming employee
At this final stage, the employer will validate the hiring. The employee has reached the end of his trial and integration period.
Make time to talk to him. To ensure follow-up in the strict sense, the immediate superior and the trainer evaluate the new employee (his interpersonal skills and his know-how). They appreciate their intimate satisfaction on the contributions of the new partner. It also assesses the level of satisfaction of the new recruit. This is a personal assessment of the agent in relation to his profession and his welcome. The company must provide evaluation sheets to be completed. The opinions received will allow the recruiter to plan additional training content, in response to staff needs. It will also be able to innovate its welcome and integration programme.
The attitudes of the new employee that facilitate his adaptation
The lucky winner must first make sure of his merit compared to many competitors in recruitment. This self-confidence will help him overcome his anxieties related to his integration into a company. From the start, he will show an open mind. He therefore prepares to adapt to any unforeseen event.
The new recruit should never show negative gestures. She will keep smiling. The new employee will sound out his new workspace well. To do this, he will be able to listen and observe without stepping back. Thus, he will easily spot clues that will allow him to better know his entourage. The new partner will remember, for example, the first names of the colleagues and their ways of acting as a team in the first days. He can therefore join the group as soon as possible. To avoid prejudice against him, he will not share his personal information with the team. Despite his skills, the new recruit should not claim to know everything. He must show a good will to learn a lot about his new job.
Touches of arrogance on his part damage his relationship with colleagues. Over time, he will implement his true talents or his previous achievements. The team will congratulate him on their own. Patience is a useful weapon. The new recruit will first put into practice the notions received during the integration training, including his own know-how. With her advancement, she will consult the opinion of her employer or office manager. This behavior demonstrates his motivation to work. Her boss will let her know if she is on the right track. The incoming agent will also be informed if he still needs to take care of certain points to better meet the expectations of the firm.