onboarding questions

Onboarding Questions to Ask New Employees

How the onboarding of a new hire is handled is critical to their success. The quicker a new-hire can get up-to-speed and feel comfortable, the faster they can make meaningful contributions to the company’s growth.  Savvy managers take stress reducing steps to learn about each new employee’s motivations, aspirations, and sensitive areas.  Managers should be asking key onboarding questions to find out how they can improve their new hire’s integration into the company.

To ensure that your employee onboarding process is as engaging as possible, consider the following steps:

Timing for Asking Onboarding Questions

Well timed questions assure an employee is off to a good start. The employee feels secure, realizing that you are interested in their success. Being present with observations and questions aids with gaining trust. That trust in turn means they feel comfortable coming to you for information as needed. To assure right-timing:

  • Check in on the first day and during the orientation phase to assure onboarding expectations are being met.
  • Be present and alert for signs of the need to touch base, such as:
    • The new employee appears doubtful or moody
    • Tardiness or absenteeism
    • Stepping beyond the assigned role

Onboarding Questions to Ask During the First Few Weeks

  • Do you have any questions about the documents and time you spent with human resources?
  • Do you need any job description clarification?
  • What is your initial impression of what it is like to work here?
  • How can I best support you in the coming weeks?
  • How can the company help you become more successful in your position?
  • What is going well? What are the highlights of your experiences so far? Why
  • Do you have sufficient time to get your work done?
  • Is there anything you don’t understand about your job and/or the company?

Conversation that Goes Beyond Questions

Even well framed questions do not always result in the depth of information needed to fully support a new employee. Conversations can reap useful information. And often lead to meaningful inquiry.

  • “Tell me about your first few weeks here. I want to hear your impressions, good and otherwise.” Responses to this opening lead to questions unique to the new employee’s experience.
  • Let’s meet tomorrow—it would help to hear about your experience thus far.
  • We welcome two-way feedback. I want to hear suggestions you have for me, and how you like to have feedback shared with you.



Click here for more tips about Creating a Successful New Hire Orientation











Why a New Hire’s First Week Is Important

While it’s fantastic you’ve managed to fill a position in your company, you’ve got to make sure you onboard your new hire the right way to ensure all your hard work isn’t done in vain. Specifically, for you and your new employee, it’s their first week that’s the most important. Learn where to direct your focus when your new hire is getting up and running during their initial week.

Set a Solid New Hire Foundation

Before your new employee even steps into the office for her or his first day, send a welcoming email that let’s your newest team member know what to look forward to on their first day as well as their first week. You might also want to think about sending over any necessary new-hire paperwork so you don’t waste time and can both hit the ground running. Also, let your existing team members know they’ll have someone new joining them and what role your new hire will fill. This puts everyone on the same page and goes a long way in reducing confusion and wasted time, which can rub new employees the wrong way and give the wrong impression.

Show Your Company Culture

You’ll also want to explain your company culture, such as values, dress code, short- and long-term goals, reasons the company was established and what makes your products or services unique. While employees certainly want to put their skills to the test, move up in their career and get paid what they’re worth, there’s nothing better than knowing you’re working for a company whose values align with your own.

Establish the Lines of Communication

Employees need to know who to reach out to for information regarding payroll, IT, their department manager and other key contacts. Such information saves time and keeps frustration and confusion at bay, all of which, if not contained can result in employees rethinking their decision to work for your company.

Beacon Resources is here to set you up with exemplary finance and accounting professionals and keep them on staff. Put these tips to good use to bring out your new hires’ full potential and job satisfaction, and don’t hesitate to reach out to us for more tips.

Got a New Hire? 3 Ways to Help Make Them Productive

Got a New Hire? 3 Ways to Help Make Them Productive

Adding someone to your team is exciting but it can also be tricky. How do you make your new staffer feel welcome and part of the company culture? An employee who feels like a part of the group is prone to be more motivated and contribute to an increased bottom line. Here are the top 3 tips for making your new hire more productive.

  1. Don’t Overlook the Details

    You can never be too diligent in helping a new hire out. When someone is brand new to an organization, they can easily get confused and frustrated with the small stuff that they don’t know. Make it a point to go over how to accomplish simple tasks. Teach them how to use the photocopier, where the coffeemaker is, and where the best lunch spots are.

  2. Provide a Mentor for Your New Hire

    Utilize your current team members to show the new hire the ropes. This is an easy but effective way to helps them build a direct relationship and get an idea for how the company culture works. Pair the new staffer off with a few members at the same level so they can bounce ideas off of one another. The best mentorships are when both people can learn from it.

  1. Be Social and Fun

    Make their first days and weeks a fun and warm experience. Have lunches together or play team-building games. Don’t make your new employee feel alienated or not part of the group. Include them in activities with open arms as much as possible. The more welcoming your environment is, the more productivity will ensue.

Alleviate your new hire’s anxiety and uncertainty by being inclusive on day one. Giving consistent support, freedom, and objectives will help your new staffer feel important and part of the team. By following the above 3 steps, you can help your new hire hit the ground running without any lulls in productivity.

If you are a current job seeker or employer, click here to learn more about Beacon Resources and how we can help you today!