yond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an

The good news is that a new hire orientation program offers an opportunity to build a lasting impression of the new company. The bad news is that that is going to happen whether you plan it or not. So why not get new hires off to a great start? Here are seven ways.

Celebrate the new hire’s arrival.
How come when an employee leaves, there’s a party, but when she arrives, there is nothing to mark the occasion? Welcome new employees on day one and make them feel part of the team.

Give the person a buddy.
Don’t make them feel like strangers. Ask someone, who will be working with the new hire, to show him around and teach him the ropes.

Get them up to speed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.

Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.

Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.

Go beyond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an o

there’s a party, but when she arrives, there is nothing to mark the occasion? Welcome new employees on day one and make them feel part of the team.

Give the person a buddy.
Don’t make them feel like strangers. Ask someone, who will be working with the new hire, to show him around and teach him the ropes.

Get them up to speed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.

Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.

Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.

Go beyond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an

eed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.

Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.

Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.

Go beyond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an

can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.

Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.

Go beyond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an

yond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an off-site outing, etc. One CEO pretends he is a drill sergeant and has all new employees recite the company’s values statement. Put on your thinking cap and come up with creative ways to get your new hires on board.