Hired, Now What?

In our 20 years at Adria Solutions, we have seen many cases where things didn’t go as planned. Welcoming a new hire into your team isn’t always a straightforward process. Candidates often seek mentorship and support from senior team managers. However, hiring managers sometimes forget to check on their new candidates. Managers are sometimes too busy with their own tasks to train their new hires, so they don’t give onboarding so much thought.

In truth, many things can go wrong after the contract is signed; that’s why we extend our support –to clients and candidates–Support new hires beyond onboarding. until onboarding has been completed. Whether you’re a candidate gearing up for your first day, a hiring manager welcoming new talent, or a recruitment consultant ensuring smooth transitions, we want to discuss some of the challenges all parties encounter after the contract signature and what you might expect, looking at the perspectives of candidates, clients and recruitment managers.

Candidate: I’m Hired, Now What?

→ Prepare to start well

Congratulations! You’ve landed the job. Now it’s time to make sure you start on the right foot. Begin by researching the company culture and familiarising yourself with your new role. Review any materials or handbooks provided and, if possible, connect with future colleagues on professional networking sites like LinkedIn.

→ What not to do on your first day

Your first day is all about making a positive impression. Avoid being late—punctuality is key. Dress appropriately for the company culture, whether that’s business casual or more formal (in doubt, ask your recruitment consultant). Steer clear of office politics and avoid oversharing personal details.

→ What to expect from onboarding

You can expect a mix of formal training sessions and informal meet-and-greets in your onboarding process. You’ll likely be introduced to key team members and shown the ropes of your daily responsibilities. Use this time to absorb as much information as possible and start building relationships.

→ Staying motivated

Maintaining motivation after the initial excitement can be challenging. Set short-term goals to achieve within your first 90 days. Regularly review your progress and seek feedback from your manager. Engaging with your team and participating in company activities can also help you stay enthusiastic about your new role.

→ How Long to Stay in Your First Job

There’s no one-size-fits-all answer, but staying at least a year in your job is generally advisable to avoid being flagged as a job hopper. This duration allows you to gain substantial experience and make a meaningful contribution. However, if the role doesn’t align with your career goals or if there are significant issues, it may be worth considering other opportunities sooner.

Employer: I’ve Hired, Now What?

→ Supporting your new hires

As a hiring manager, your role doesn’t end with the job offer. It’s crucial to provide a supportive environment for new hires. Regular check-ins during the first few months can help address any concerns early. Offering clear guidance and resources will enable them to perform their duties effectively.

→ Integrating them into the company culture

Culture fit is vital for retention. Introduce new hires to the company’s values and traditions. Encourage team-building activities and informal gatherings to help them feel part of the team and gain their trust. A mentor or buddy system can also ease their transition.

→ Retaining your new hires

Work on employee retention from day one by providing continuous opportunities for growth and development through training programmes or career advancement options. Recognition and appreciation of their efforts go a long way in maintaining job satisfaction. Regularly solicit feedback to understand their needs and act on it to show you value their input.

Recruitment Consultant: Your Post-Hire Tasks

→ Gaining feedback

Your job isn’t over once the candidate is hired. Follow up with both the candidate and the employer to gather feedback. This information would allow you to better understand your recruitment process’s effectiveness and highlight obstacles to the client and candidate journey.

→ Supporting clients and candidates

Your role as a recruitment consultant involves being a supportive partner. For candidates, it also involves checking in after they’ve started the new role. Being accessible and responsive will enhance your reputation and ensure successful placements.

→ Building long-term relationships

Building long-term relationships with clients is critical for repeated services. Stay in touch with clients and provide value beyond the hiring process. For instance, you can offer insights on industry trends or assist with workforce planning. Proving your ongoing commitment will encourage clients to return for future hiring needs.

The Journey doesn’t End Once the Contract is Signed

The journey doesn’t end with the signature of the contract; it’s just the beginning. Whether you’re a new hire, a manager, or a consultant, the key to a successful transition lies in preparation, support, and continuous engagement.

Contact me, Nick Derham, our any other member of the Adria Solutions team today for personalised assistance in your hiring needs or job search. We’re here to help you every step of the way.