Get New Employees Off to a Good Start Now that you've hired your first employee, what comes next? These insights will help you get them started.
Congratulations! You've hired your first employee. Nowwhat?
As soon as you hire, call or write the applicants who didn'tmake the cut and tell them you'll keep their applications onfile. That way, if the person you hired isn't the best--or isso good that business doubles--you won't have to start fromscratch in hiring your second employee.
For each applicant you interviewed, create a file including yourinterview notes, the resume and the employment application. For theperson you hire, that file will become the basis for his or herpersonnel file. Federal law requires that a job application be keptat least three years after a person is hired.
Even if you don't hire the applicant, keep the file. Underfederal law, all recruitment materials, such as applications andresumes, must be kept for at least one year after the employmentdecision has been made.
In today's climate, where applicants sometimes sue anemployer who decides not to hire them, it's a good idea tomaintain all records related to a hire (or nonhire). Especially forhigher-level positions where you narrow the field to two or threecandidates, put a brief note or memo in each applicant's fileexplaining why he or she was or wasn't hired.
The hiring process doesn't end with making the selection.Your new employee's first day is critical. People are mostmotivated on their first day. Build on the momentum of thatmotivation by having a place set up for them to work, making themcomfortable and making them feel welcome. Don't just dump themin an office and shut your door. Be prepared to spend some timewith them, explaining job duties, getting them started on tasks oreven taking them out to lunch. By doing so, you're buildingrapport and setting the stage for a long and happy workingrelationship.
From Start Your Own Business: The Only Start-Up BookYou'll Ever Need, by Rieva Lesonsky and the staff ofBIZ Experiences magazine
