Archive for July, 2013


How to make your new hire’s first day unforgettable

new_hires

Do you remember your first day on the job? You were fresh out of college, living with your best friend, eating ramen, and working at your first big-boy job to pay the rent.

But, do you remember your first day on the job?

(I’m sure there are funny stories)

How about when you showed up under-dressed. Or, the fifteen questions you had about how to setup your computer (or your typewriter). Or, finally, the time at lunch your voice cracked when a coworker asked you a question. Good times, good times.

In reality, though, it was lonely. It was awkward. And it wasn’t fun.

Your first day makes or breaks the experience you have for the rest of your career with the company.

Make your employee feel welcome. Here’s 5 ways to make your new hire’s first day unforgettable.

1. Give them a real project

The last thing new employees want on their first day is to feel like they’re just getting the grunt work. Give them a project you need help on – maybe it’s market research, resume scanning, or designing a business card. And tell them why it’s important to you. They’ll feel like they’re making a difference on day one!

2. Take them out to lunch

Sure, new employees almost always bring their lunch to their first day. It’s because it’s one less decision they need to worry about come noon. But, this is also an opportunity for you to make your new team member feel welcome and appreciated. Offer to take them out to lunch. And it’s ok if they say no out of fear. Later in the week works, too. It’s a great way to check-in with them to see how their doing.

3. Introduce them to management

Most new employees just want to make sure they’re getting their bosses work done – and done well. But they also want to see how they can move up and grow from within the company. Introducing them to members of management or a C-level executive is a great in-roads to not only possible mentorship, but it might just be the foot in the door they need to get promoted in 6-12 months.

4. Have all new hires start on the same day

What’s the advantage of having 2 or 3 new guys start on the same date? Well, for one, they are going through the same feelings. “How am I doing?”, “Am I making a good first impression?”, “What if I goof up in-front of my boss?” Having new team members starts on the same day gives the new people someone to talk to – to form their first friendship at the company.

5. Make training exciting and engaging

Reading the employee handbook isn’t training. It’s torture. Have them read it on their own time or during their lunch break if you need to. Get into the training – the learning – to ramp up your new employee for ultimate domination of whatever their job may be. Examples of fun training are group demonstrations (have them do it, with a co-worker watching over them), engaging corporate training quizzes,

Keeping your team motivated to do awesome things for your company starts the second they accept your job offer. Making sure they feel welcome and comfortably adjusted on their first day is key to success.

How have you helped your new employees become part of the team on their first day?

Photo courtesy of Zlatko

How to start a corporate training program for next to nothing

Bringing on new team members is always happening when you have a grow business. You have to bring on sales reps, account managers, marketing help, and maybe even some operations guys to keep everything running smoothly.

And you have to train your staff members, too. Sounds like a ton of work!

When you’re investing thousands of dollars into payroll, there’s not much left to properly train your growing team. Simply put, you make do with that you have and see where the gaps are.

That’s where being resourceful and frugal come in handy.

There are a ton of free resources on the web to get you started. But, as I’ll argue below, your training may not even have to make it to the internet. Your training material might just be sitting in front of you.

Here’s five strategies to jumpstart your training for cheap:

1. Have 1-on-1 meetings (Free)

Training doesn’t have to fall under learning new skills and reading books. It may mean improving emotionally and personally. At the root of personal improvement is the ability to speak with your manager or boss 1-on-1. Why? Because your employees are more likely to let you know what’s truly going on in their head when it’s just you and her – not a group of coworkers.

2. Cross-train other departments (Free)

Have you thought about your marketing employees spending a day in the sales department to see what they do for the day? This helps forge better partnerships and collaboration between areas. Plus, it helps team members learn new skills and explore moving horizontally through your organization.

3. Use the power of collective knowledge (Free)

Your team knows a lot about various subjects. And what they know may not be in-line with your employee training vision, which is fine. But, give team members a chance to show their passions, their love for something other than work, and allow others to learn from them. Whether it’s learning to play the guitar, build a MySQL database, or learning to play cribbage, it’s still training. Not only does it build morale and your company culture, but it’s a unique way to better one’s self.

4. Invest in online training (Free – $100/month+)

You can learn anything on the internet. And it’s inexpensive. When you wanted to learn something, you typically looked for a course at your local library or found a class at your local community college. Problem is, they cost thousands of dollars. Luckily, the internet has solved this problem with online training. You can learn anything from design skills to world history, and how to build a business.

Here are a couple of tools for your learning pleasure:

5. Buy Kindle books (Free – around $20/book)

Monthly book clubs are the “in” thing to do if you want to build a company that loves to learn and improve. Pick a book and have the team gather for lunch to discuss what they gained from the book. Empower your employees to make book suggestions, too. It always feels good to be part of the decision making process.

Just because you wear suits and ties to work doesn’t mean you have to blow thousands of dollars on a corporate training program. There are plenty of free and low-cost ways to bring your team to the next level.

Let’s review the list:

1. Have 1-on-1 meetings

2. Cross-train in other departments

3. Use the power of collective knowledge

4. Invest in online training

5. Buy Kindle books

Now, it’s just a matter of getting started.

As I mentioned in my last post about how to find the perfect employee, you have to start small. Taking on any training initiative is a lot of work – regardless if it costs $100 or $10,000. And you want to make sure you’re going to do it right.

Here are five questions to ask yourself before starting a new training program:

1. What do you hope to gain from the training?

Write down 3 – 5 goals or objectives. Maybe you want to get your team trained on Google AdWords or how to use the new forklift. Whatever it may be, get goals written down on paper and let the team know what you’re looking to accomplish.

2. Who needs/wants training?

Some people don’t like training. And some crave self-improvement. Survey the team to see who wants to participate. But also recommend training and certifications to other team members who you believe it’ll benefit. They’ll be happy to improve their skills. Plus, it builds a better relationship with your team.

3. What resources do I have available?

Check to see what’s available. Do you have any books around the office? Or how about team members willing to teach a class? Survey what you have in-house before you purchase a large training package for your company.

4. What will the training system look like?

It seems many corporations have systems for everything. And training is no exception. Get a plan together. How are new team members on-boarded? What’s the training look like over the first year of employment. How do you build a resource library for veteran employees to explore? Take a couple hours to build your company framework. That way everyone knows where how to access everything.

5. How will I evaluate my company’s training program?

It makes sense to continue training initiatives if they’re working. Plus, it helps if they’re beneficial to your team. But, what does success look like? How will know you if your training program is working? A couple of ways to measure could be team engagement, skills improvement, or employee surveys.

Once you’ve been able to answer these questions, you’ll have a better idea of how to build your program. And remember, what you set up now isn’t a permanent solution. Programs can change with the needs of the company.

Have you trained your employees on a tight budget? Let me know in the comments below.


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In just a couple weeks, you won’t be limited to just to answers on your questions. You get as many as you want. Plus, if you want to use fill-in-the-blank questions, that’s possible, too. Look for some true whiz-bang in these question types. We’re moving right along with making these types not only fun to use, but easy for you to make your own quiz.

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7 ways to screen employees before the first interview

Have you been struggling to fill open positions at your company? Want to find a better way to get the A-talent joining your team?

Building a talented workforce is top of many recruiter’s to-do lists. A solid team gets work done, strengthens company culture, and improves their skill set.

But finding these individuals is tough.

You have to wade through an endless amount of resumes, field calls from interested candidates, and find time to make offers and negotiate salaries.

How do you make that process more efficient?

By pre-screening candidates. Instead of interviewing everyone who applies, why not do some pre-screening and only bring in the best candidates for the job.

Here’s 7 ways to pre-screen employees:

1. Call them up

The phone is a lot less intimidating than an in-person interview. A quick 2 or 3 minute interview to get an idea of how they answer basic questions and communicate tells you a lot about a potential hire. Here are a couple questions to ask:

These are are all soft-balls. Avoid asking challenging questions. Often, candidates take these calls while they’re running out of the office or driving. Keep it quick and easy. After all, it’s just a screening phone call.

2. Check LinkedIn

Almost every college grad or mid-career worker has a LinkedIn profile (and if they don’t, I wouldn’t invite them in for an interview). A strong online presence is necessary for today’s unemployed because practically everything happens online these day. What should you look for on their LinkedIn profiles? Here’s a couple tips:

LinkedIn provides a wealth of information for recruiting teams. Use it as a reference, but not an all-knowing source of information.

3. Call references

Some HR professionals discount a reference’s opinion (because 99% of the time they’re stellar). I take a different stance. References offer an objective view of the benefit and value they received from their former employee or coworker. It’s likely they’ll be able to provide the same value for your company. Here are a couple questions to get the most out of references:

And no, there’s nothing wrong with calling references prior to the interview. It just means you could hire the candidate on the spot if you wanted to.

4. View their personal blog

Oh, they don’t have a blog? I can understand if you’re trying to hire a material scientist or custodial engineer, but if your job is full of work on the web, I would expect an established web presence. Here’s a couple things a personal blog tells you about the candidate:

Blogs are one of my favorite ways to see what makes candidates tick. They may be applying for a job in product management, but write a blog about their travel adventures. You learn a lot about people by looking at their writing.

5. Read their cover letter (hopefully there is one!)

I can’t believe the number of people who skip over the cover letter. The candidate wrote it for a reason. It explains why you should hire them. A resume doesn’t do that. Take time to read the cover letter. Here’s what it tells you:

6. Compare them to your job listing

There had to be an obvious one in this list, right? Do side-by-side comparison of your job candidates and the listing. Do they match up. While it may not be perfect, here’s a three things to keep in mind when you’re comparing:

Whatever you end up doing, decided on your hiring strategy for this position early. Is an 80% going to cut it for an interview or are you looking for the candidate to meet all of your requirements. This makes a difference on who you’re going to bring in.

7. Give them a test or project

Back in college, I applied for an art internship with a popular brewery. I was a marketing major with zero art experience. But I understood the importance of a consistent brand. While I did have some self-taught Photoshop skills, the Art Director wanted to see how I put those skills to work. She sent me a test to turn an ugly beer distributor poster into a poster that better represented the brewery. And I passed with flying colors.

Finding a test to send to potential hires is a fantastic way to separate the experienced candidates from the rest of the pack. Stuck with what to do? Here are a couple of ideas:

The hunt for the best employee takes time. That’s why pre-screening is so important. Rather than waste your hiring team’s time on unfit candidates, do work beforehand to bring in the A-players.


How to know your team read your employee handbook

Stack of employee handbooks

Reading the employee handbook is crucial for every team member. It’s where an employee learns about job rules, responsibilities, and benefits. For the employer, it functions

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What’s a good way to maintain comprehension?

Quizzes! Simple tools like online quizzes offer a fun and interactive way to test knowledge by engaging people – especially employees eager for a short break from the desk.

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Peter Gibbons: Yeah.

Bob Slydell: Great.

Peter Gibbons: well, I generally come in at least fifteen minutes late, ah, I use the side door – that way Lumbergh can’t see me, heh heh – and, uh, after that I just sorta space out for about an hour.

Bob Porter: Da-uh? Space out?

Peter Gibbons: Yeah, I just stare at my desk; but it looks like I’m working. I do that for probably another hour after lunch, too. I’d say in a given week I probably only do about fifteen minutes of real, actual, work.

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Employers pile on large amounts of information for each employee. And then they don’t follow up with their staff about the new content. This may be a consequence of employers not spending enough money to effectively train their staff. And it’s hurting their bottom lines.

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1.Employers aren’t following up

Many new employees go through an introductory training course when they’re hired. This usually involves a 1 to 7 day downpour of information. Employees are then expected to remember everything – with no refresher.

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Managers are not following up.

After a week long training, employees are confident they know company policies. But, a year later? They’re lucky if they recall half of the information.

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One of the biggest mistakes employers make is hiring college graduates and expecting them to have business knowledge. They may be educated, but real-world experience is near zero.

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Employers believe colleges train students to work in the real world. In reality, they only further their education.

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3. Relying on technology

To save money and “better train” their employees, a lot of companies have turned to apps and game simulations to engage their teams.

Why this isn’t working:

While playing games has proven to be more affective in memory retention, companies are not following up. Great ways to follow up are periodic quizzes and simulations throughout the training session and beyond.

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Companies don’t want to waste money on corporate training because they don’t want other firms stealing their top talent.

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Because companies are cheap. They’re not investing in training. This ultimately hurts the company – and the employees. Why? Because poor training leads to poor performance.

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Almost everyone loves inspiring quotes. Here are a couple examples of how to incorpotate quotes into online quizzes: Quotes from a famous speech like Martin Luther King, Jr., quote comparisons from Emerson and Thoreau, or for fun, quotes from comedians or favorite role models.

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The most exciting application for online quizzes is encouraging class participation. Get students who are normally quiet to interact with a fun and engaging online quiz. Or, if you’ve got group projects coming up, make an online quiz part of the rubric.

As you can see, there are plenty of ways to use online tools in the classroom. Online quizzes are just one way to get started integrating technology into your lesson plans.

How have online tools influenced the way you teach?

Picture credits from Phil Roeder

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25 Quick & Easy Quiz Ideas to Use Right Now

America’s classroom has become a hotbed of technology. From netbook and iPad pilot programs to online classrooms, the web is changing the way teacher’s communicate with their students.

This means you’ve got to embrace the tech wave and discover new ways to get students using the internet as early as possible.

One of the best ways to do that is through online quizzes. You get to assess student learning and subject comprehension. Your students get to know their score faster than you could grade papers in a weekend and discover new material in the process. It’s a win-win.

So how do you make an online quiz that’s not going to put your students to sleep? Here are 25 ideas to get you started, no matter what subject you teach:

English

1. Character Quotes

2. Fill-in-the-Blank Grammar

3. True/False Chapter Recap

4. Adjective or Adverb

5. Types of Sentences

Science

6. Melting Points of Different Solutions

7. Fun Facts About Elements

8. Characteristics of Rock Types

9. Different Brain Functions

10. Planet Characteristics

History

11. Quotes from Historic Leaders

12. Compare Time Periods

13. True False About Specific Events

14. Local Events and History

15. Comparing Two Wars

Geography/Social Studies

16. Compare Two Countries

17. Fun Facts About Rivers

18. Countries on Certain Continents

Math

19. Prime Numbers

20. Two Numbers – Different Equations

Business

22. Famous Quotes from Entrepreneurs

23. Company Names – True or False?

24. Characteristics of Company Formations

25. Did this Really Happen? True/False in Business

Online quizzes are an effective way to get your students engaged in any subject. What class do you teach? Have you used quizzes in your classroom?