The New Hire Checklist

The New Hire ChecklistThe New Hire ChecklistNothing flusters new employees mora than walking in on the first day to find that no one prepared for their arrival. This new hire checklist will help make your employees early days on the job less stressful and more productive.A few years ago, I hired two employees in one month and needed them to ramp up quickly. To help them hit the ground running, I logged on to their computers with their temporary passwords and spent time bookmarking websites theyd be contributing to, connecting them to nearby printers and creating server shortcuts. While I knew this would be beneficial, I wasnt prepared for the gratitude my employees showed by adding these tasks to my new hire checklist.Sadly, their surprised reactions reinforced the fact that, after spending countless hours recruiting the best of the best, many managers neglect to prepare for the new employees arrival. But studies have shown that conducting a thorough onboarding process designed to bo th empower employees and put them at ease makes a positive and lasting impression on new workers. And, with the right processes in place, new employees can begin to make positive contributions more quickly.That being said, failing to onboard new employees effectively can create costly problems. Six in 10 (61 percent) creative executives said they experience the fruchtwein turnover among entry-level employees, according to a survey by The Creative Group.Following is a creative managers new hire checklist that will help your new employees feel connected to your organization, build relationships with coworkers, and understand how they fit in with your companys mission and values.New hire checklist Before they startAs soon as you know a new employees start date, fill out any paperwork necessary to ensure they will have access to the equipment, supplies and information they need on the first day. Your new hire checklist should include the following tasksObtain logins and passwords for co mputers, voice mail and other office equipmentSet up the employees computer and install necessary software and non-system fontsConnect the computer to printers and serversBookmark websites theyll need to access frequentlyClean and stock the workspace with basic suppliesOrder a name plate, if applicable, or create a welcome signCover details about building access, including information about door codes and office badgesIts also nice to send new hires an email a day or two before they start letting them know youre happy theyre joining the team especially if you werent the person who extended the job offer. And let them know you plan to take them to lunch the first day so they wont wonder whether they need to brown bag it or not.New hire checklist The first dayOn the first day, the new employee should feel like theyre your top priority. Plan to meet them at the door and escort them to their workstation. Ask if they need a few minutes to get settled, and then give a tour of the buildin g, including the restroom and lunchroom. Next, briefly introduce them to their immediate team.If your company doesnt have a formal orientation process, the first day is a good time to give an overview of the following informationPaperwork to complete if they havent filled out forms in advanceBenefitsYour companys mission statement, values, goals and current prioritiesAn overview of your industry and where your geschftsleben fits into the overall picture (Whos your chief competition?)Size and general structure of the company (if available, provide an org chart or show them how to access it on your intranet)As mentioned, take your new hire to lunch the first day. Use this opportunity to relax and get to know each other a little better now that the stressful interview process is over. As youre heading back to the office, fill them in on the agenda for the afternoon.Last but not least, let them know what time you expect them to arrive and leave the first week.New hire checklist The firs t weekEven if youre a hands-off manager, youll need to be hands-on the first week. You may also consider pairing up your new hire with a peer who can serve as their buddy, or designate each person on a small team as their go-to for different types of questions. To facilitate team-building, consider scheduling a group outing on the second day.You should also set up a series of meetings for the first week that coverJob scope and how performance will be evaluatedThe first projects to start onProcess for assigning and routing workYour management styleOrdering business cards or additional suppliesIn addition, schedule brief meetings to introduce your new hire to key contacts and clients inside and outside of your department. That way, the person feels comfortable reaching out on their own when they begin working on projects.New hire checklist The long haulEven if youre strapped for time and eager for your new employee to get down to business, dont make the mistake of treating onboarding as a one-day event. Instead, create a 30-, 60- and 90-day plan that becomes progressively less detailed.Dont wait until the first official performance review to ask for feedback and address concerns. In fact, check in with your new hire several times a day the first week, then daily, then weekly. These meeting are not only helpful for making sure your new hire understands your expectations and has the right resources, but also for soliciting feedback about the onboarding process so you can provide the best experience for future hires. (What was missing? What could you skip?) This also gives you an opportunity to determine whether your new hire needs additional training or would benefit from being paired with a mentor.Remember, just because you hired someone with the right creative skills doesnt mean they understand your companys culture and processes. You owe it to a new hire to make sure they have the knowledge and tools necessary to succeed. You can ease first-day jitters and get off on the right foot by adapting this new hire checklist for your team.Looking for more hiring and management advice? Subscribe to the blog now

How to Get Career Help From Successful People - The Muse

How to Get Career Help From Successful People - The MuseHow to Get Career Help From Successful People Youve probably been told you need to network, right?Its the fastest way to learn about job opportunities and get help finding your passion- and most importantly, its something that will literally pay you in the end if done correctly.So after hearing all that, youve probably thought OK, Ill drag myself off and do it. You grab your best networking shoes, paste on a smile, and prepare to departure sending out some emailsIve met people like you out in the world, because as a career coach I get contacted all the time by folks who want my help with a million different career-related things- so they think to reach out to me for some free advice, because after all, this is what I do, right?Heres the deal Being a coach is my profession, so I have created and built paid programs for people who need structured and in-depth career support (and Ive written free blogs and guides for people who can t afford to invest in their career).However, Im a huge believer in the power of networking and sharing, so my team or I readevery single request for help that comes in. We take all of your career problems seriously, even if you never become a client of ours.But heres the thing- Im probably leid going to help you.Want to know why? (Of course you do).1. Your Ask Is VagueIve been contacted so many times by people who want me to help find them a job.These are people Ive never met, or even interacted with, and they send me a random message with very little information.Ugh.I dont know you, I dont know your story, and I have no idea as to what would make you happy.If you reach out randomly to me with no context, no information, and no easy way for me to say yes then youre making it hard.And chances are youll hear nothing in return.If you dont take time on your end to really think about what youre asking for help with and why, then why should I take time to respond? 2. You Think Out LoudI g et long emails from people all the time, detailing their story and their hardships in a long stream of consciousness.Often, at the end of it, theyll ask one question Can you help?I feel for everyone who has had a tough time in their career, thats why I do what I do.But I dont know you. And if I read your story and dont have a clear idea of what you really need, then youre making it too hard for me.If you need my help with something, you should take the time to be specific, and thoughtful, and ask me something that I can at least understand.In other words, dont use email as a way of organizing your thoughts, use it as a way of clearly communicating what you need.3. Youre Asking the Wrong PersonBefore you reach out to someone, make aya what youre asking for makes sense for them. (Dont ask an architect for medical advice, is basically what Im saying here.)So think about the background and experience of the partie youre reaching out to- is what youre asking something that they might be able to provide?If yes, or if maybe, then go ahead and try.But if you think about it and the answer is probably not then maybe dont ask.I hate it when people treat me like a recruiter and ask if I know someone at a specific company for a specific role. I dont know the world Im a coach who specializes in finding your passion, not in job placement. I have a ton of information out there that tells people that- if they would only take a few seconds to look.4. You Dont Give Me a Reason to Want to Help YouIm human. So, like all humans I love feeling smart and wise.I also love it when people flatter me, or show me that they value my input. (Did I mention, Im human?)Given that, people who reference my blogs or my work when they reach out, or show that we have a common connection, or are just polite, tend to make me feel smart and wise- which means that Im open to helping them.People who dont do any of that? Well, Im busy. And I dont have tons of time to help random strangers, so they fall t o the no pile.Its brutal, but its true.Listen, I appreciate that you took time to reach out- its never easy to contact a stranger or to ask for help.Asking is hard.But since it is so hard, make sure you do it right (this template will help with that). Dont shotgun out impersonal notes. Do your homework and connect with me. You dont have to be formal, or uptight, you can be funny or personal. If I can see youve made an effort, then I know you will probably value my response and its worth my time to reply. And that means we both win, you get the help you need, and I get to feel smart and wise So now that you know what to do, its time to get out there and do it. Need more help networking and a better job? Heres an awesome free training about how to land a great job, just by growing your network. Dont have one? Dont worry This training will show you how to build it.Here at The Muse, we love introducing you to people who can boost your career. We are working with this contributor on an a ffiliate basis (meaning we earn a little money when you choose to use their services), but rest assured that we dont just work with anyone. When it comes to articles like this, we chose to work with this coach not because she wanted a Muse byline, but because her advice was truly awesome. Heres to finding the career of your dreams

Computer Operator Trainer Job Description

Computer Operator coach Job DescriptionComputer Operator Trainer Job DescriptionComputer Operator Trainer Job DescriptionThis computer operator trainer sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Computer Operator Trainer Job ResponsibilitiesMaintains computer operations by monitoring and adjusting operations developing and conducting training.Computer Operator Trainer Job DutiesMaximizes computer output by monitoring performance adjusting controls.Maintains data and voice communication by installing and configuring data lines installing and relocating telephone equipment installing and maintaining telephone software.Maintains communication systems performance by monitoring performance correcting error conditions balancing systems resources.Prepares system operators by developing and conducting training programs measuring and approving trainees progress.Prepares users by developing and conducting training programs measuring and approving trainees progress.Increases efficient use of equipment and software by developing and conducting hardware and system software training for clients.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Maintains continuity of work operations by documenting and communicating actions, irregularities, and continuing needs.Guides user actions by researching, developing, writing, and updating procedures and guidelines.Accomplishes department and organization mission by completing related results as needed.Computer Operator Trainer Skills and QualificationsTraining , Coaching, Developing Standards, Presenting Technical Information, Data Center Management, People Skills, Verbal Communication, Written Communication, Attention to Detail, Change Management, Reporting SkillsEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Computer Operator Trainer Jobs and apply on now. Read more abouthow to hireCreating and Posting a Job in MonsterMaintain a Legal Hiring ProcessYour Hiring Goal Be the Dumbest One in the Room