7 Team Building Tips to Implement Right Away

7 Team Building Tips to Implement Right Away

As a small business owner, building your team probably took a lot of time and effort. Hiring the right people is vital to the growth and success of your organization, so the last thing you want to worry about is high turnover. Since employee retention rates are linked to overall satisfaction at work, it makes sense that stronger, more cohesive teams tend to have employees who stick around. Explore our seven team-building tips for small business owners, along with the benefits of building stronger teams.

The Importance of Building Strong Teams

Team-building efforts can go a long way toward creating supportive and effective teams. Some of the activities involved in building your team can boost critical functions, including collaboration, communication, productivity, and morale. Additionally, when the people on your team feel like they can trust one another, they often feel more comfortable sharing ideas and making decisions together.

6 Benefits of Stronger Teams

In addition to the benefits outlined above, team-building efforts can deliver the following advantages:

  1. Improved collaboration
  2. Opportunities to learn and build new skills
  3. Enhanced workplace happiness
  4. Reinforced loyalty and commitment to the team
  5. Improved decision-making efforts
  6. Better talent retention

7 Team Building Tips for Any Small Business Owner

Now that you understand the importance of a stronger team, use these seven tips to build up your workforce and reap the benefits.

Consider unique options

Most people working in the corporate world have participated in at least one team-building activity, and they may not look upon it with great fondness. Instead of opting for the same team-building activity that everyone has already done before, try something different.

Sign up for a group fitness class and grab smoothies afterward to chat. Take a tour of a local museum and share insights into what you saw. Thinking outside the box can create a more engaging experience for everyone involved.

Emphasize the interests and strengths of the team

As you consider what activities to offer to build teams, think about what each member is good at and plan accordingly. Indeed data reports that 98 percent of workers perform better when feeling confident, so give them the chance to succeed by playing to their strengths.

If you’re not sure where people thrive, take the time to get to know them and their unique abilities. Assign tasks based on stronger skills and provide coaching and development opportunities in areas where team members may feel they struggle. These efforts will pay off significantly in the long run, making them worthwhile investments into employee retention.

Be a better leader

When you want your team to collaborate and work together as a strong, unified unit, you have to lead by example. If the workforce sees you pitching in when needed or giving feedback on a project, they’re more likely to follow suit. By contrast, if you aren’t leading by acting the way you want employees to act, you may encounter struggles or even experience higher turnover rates.

Address conflicts head-on

Of course, not all teams will function smoothly at all times. Conflicts happen – they’re par for the course when dealing with differing opinions and roles. Do your best to address these issues head-on, rather than waiting for them to fester and become worse.

Scheduling regular team-building activities can strengthen bonds and encourage members to share their feedback in a more positive and constructive way. Keeping up with the needs of every member of the team can also make a big difference, particularly if you can encourage collaboration between individuals who you feel will work well together.

Ask for feedback

No one wants to feel ignored at work (or anywhere else). Make sure your employees know you’re open to their feedback, and ask for it regularly when considering how to improve morale and boost the strength of teams. When people are willing to speak up, acknowledge their comments and speak to how you plan to address their opinions. If you’re having trouble getting feedback, consider implementing anonymous surveys so team members can speak their minds freely without fear of pushback.

Incorporate opportunities for professional development

When you have individuals on your team who aim to climb the corporate ladder, opportunities for professional development are always appealing. After all, these workers tend to look for ways to get ahead and learn new things. By investing in regular development for your teams, you can demonstrate support while building cohesion. Plus, employees get access to the tools they need to succeed, which benefits the entire organization.

Implement continuous opportunities to work together

Team building isn’t a one-and-done situation. Rather, it’s an ongoing process that requires constant check-ins. Look for ways to encourage teams to work together, both in and out of the office. If you don’t feel like things are going well, be open to change. Try new activities and offer opportunities for members of your workforce to collaborate and build trust.

These tips can help you build a foundation for ongoing team-building efforts within your organization. You may find that employee retention rates go up as people feel supported, valued, and needed within the company. Taking advantage of all the tools at your disposal is also valuable.

Healthcare Hiring: Your Comprehensive Guide

Healthcare Hiring: Your Comprehensive Guide

Working in the healthcare field comes with many fulfilling aspects, including the ability to help others recover from physical challenges and conditions. But when you’re responsible for recruiting in healthcare, you know just how many challenges can come with this role. Explore our comprehensive guide to healthcare hiring, including tips to ramp up your efforts.

An Overview of the Healthcare Industry

The healthcare industry encompasses various organizations, services and professionals who focus on improving and maintaining the health of people. Examples of physical locations that offer healthcare services include hospitals, medical and dental clinics, outpatient and inpatient care facilities, and assisted living facilities. Health insurance providers, biotechnology firms, pharmaceutical companies, and research facilities also fall under the industry umbrella.

Healthcare Hiring Challenges

Since this sector plays such a vital role in society, addressing the needs of individuals who have suffered injuries or are dealing with ongoing conditions, staffing all roles is important. But oftentimes, positions go unfilled. Some healthcare organizations have high turnover, while others are growing faster than recruiting efforts can support.

Another factor that makes healthcare hiring more difficult is the fact that most roles must be filled by skilled and trained professionals. Many positions require specialized education, and those working in the field must comply with strict licensing requirements and regulatory standards. Some areas are also facing a shortage of skilled and qualified workers, making it more challenging to fill roles.

Small facilities may have trouble with staffing, as they likely don’t have the resources to compete in the healthcare hiring market. Additionally, an aging population requires more care, which increases the demand for healthcare services. Some professionals feel burned out, causing them to leave the industry altogether.

Five Tips for Faster Healthcare Recruiting

With the challenges outlined above (and then some), healthcare recruiting can become difficult. But these tips can help you boost your efforts and get the right talent in the door.

Use social recruiting

Social media sites are an untapped resource for recruiting, particularly in the healthcare field. Taking advantage of this often-free resource can help your organization attract top talent and build its branding.

Shorten the time to fill

We covered the importance of tracking and improving the time to fill in recruiting on our blog, and it certainly applies in the healthcare field. Since people may be applying to multiple roles at the same time, speeding up the process could secure your top choice. By contrast, a slower process could push top talent to accept roles elsewhere.

Create opportunities for newcomers to the field

As mentioned, many healthcare roles require specialized skills and training. But limiting open positions to qualified applicants could make them harder to fill. Look for opportunities to provide in-house training and mentorship programs to support newcomers or those who are just starting to build their skills.

Build a talent pool

Creating a pool of talented individuals can help your company hire faster. Even if you’re not actively recruiting, provide a way for skilled individuals to submit their resumes to have on hand should a role open up that aligns with their experience.

Improve employer branding and culture

Your employer branding plays a role in whether jobseekers want to work for the company. Take time to establish a consistent and supportive culture and communicate the values through all recruiting channels.

The Best Hiring Tools for Healthcare Hiring

Finding the right tools for your healthcare organization is vital in the success of your hiring efforts. ApplicantStack is a powerful recruiting solution designed with the needs of healthcare providers in mind. It’s built for small-business budgets yet includes the features needed to find, recruit, and onboard top talent.

CHAS Health, a nonprofit system of 12 community clinics, relies on ApplicantStack to fill its open position.

ApplicantStack has also been a lifesaver for Heartwarming Care, an independently owned in-home care provider located in the Tacoma area.

Join the growing list of healthcare organizations that have stepped up their hiring efforts with ApplicantStack!

Time to Fill in Recruitment: Everything You Need to Know

Time to Fill in Recruitment: Everything You Need to Know

The recruiting process is much more in-depth than it appears on the surface. Recruiters and HR professionals are often measuring key performance indicators (KPIs) behind the scenes to optimize processes, increase candidate engagement and boost the quality of their potential hires.

Further, tracking metrics, such as time-to-fill, helps recruiters communicate the value of what they do and the effectiveness of an employer’s investment in recruiting activities, improving the hiring processes over time.

As one of the more popular recruiting KPIs to measure, time to fill sounds and feels similar to other important metrics. Here, we’re defining what time to fill means, how to calculate it, how it’s different from time-to-hire and more.

What Is Time-to-Fill and How Do You Measure It?

In simple terms, time-to-fill is a recruitment KPI that measures the average amount of calendar days it takes your organization to fill an open role with a new candidate. The measurement generally starts when you get job requisition approval and/or actually post the listing, and ends when a new hire accepts your job offer.

Some organizations may choose a slightly different starting point based on their unique circumstances, but measuring from the date when the role is first advertised is the most standard, and a bit easier to manage.

What Impacts Time-to-Fill?

There are quite a few factors that can affect time-to-fill, most of which are outside of an organization’s control or are simply a product of the role itself. Components that can alter time-to-fill include:

  • The role itself, i.e., its complexity or what’s being asked of candidates
  • The job market
  • The quality of candidates that apply
  • Your organization’s hiring process

As an example, if the open role requires highly specialized skills, it can take longer to find a suitable candidate. Similarly, if your interview process includes multiple rounds of interviews or requires candidates to submit a video, the time to fill will be longer.

For reasons like these, it often makes sense for employers to measure time-to-fill by department or role. Doing so can help clean up the numbers and leave you with an even more accurate snapshot of time-to-fill metrics throughout the organization.

How To Calculate Time-to-Fill

Calculating time-to-fill is fairly straightforward. To determine it, sum the number of calendar days for each position you filled during a specific timeframe (i.e., a year or a quarter) and divide that sum by the number of hires during that time.

For example, if you hired three new employees in a year, spending 10, 15 and 20 calendar days respectively to move from requisition to offer acceptance respectively, here’s what the formula would look like:

10 + 15 + 20 / 3 = 15

In this case, your average time to fill is 15 days.

Time-to-Fill vs. Time-to-Hire

A similar-sounding recruitment metric, time-to-hire is often confused with time-to-fill and vice versa. However, the two KPIs are distinct and serve separate purposes.

Here’s a brief comparison:

Time-to-fill measures the average number of calendar days between an organization deciding to open a new job position or posting the listing, and having a candidate accept the job offer.

Time-to-hire highlights the amount of time between when you receive an application for a role (i.e. when a candidate enters the funnel) and when a job offer is accepted.

Same endpoint, different starting point.

Why Is Time-to-Fill Important?

Beyond the more tangible benefits that will be outlined below, there are a few additional reasons why measuring time-to-fill is important for your organization:

  • It provides a quick reference point: If you find that your time-to-fill is significantly higher than industry benchmarks, which in 2023 is an average of 44 days, it’s a pretty clear sign that making a change may be a good, strategic play.
  • It helps you evaluate the effectiveness of your recruitment strategy: Striking a balance between too short and too long a time-to-fill is essential. Measuring your recruiting KPIs can give you insight into what’s working well and what needs to change to optimize the candidate experience.
  • It can help gauge changes in the labor market: The economy is in constant flux, which means the labor market is, too, influencing recruiting and hiring trends. If you historically have had a low time-to-fill and you notice it trending upwards, you can better prepare for changes and take proactive steps to optimize your hiring process.

But what about more tangible benefits?

The Benefits of Measuring Time-to-Fill

Recruitment metrics, in general, help recruiters optimize their organization’s hiring process by highlighting areas for improvement, identifying practices that are working well and more.

Time-to-fill specifically, however, offers a few unique advantages for employers.

Streamlined Hiring

Tracking time-to-fill helps organizations identify bottlenecks and inefficiencies in their recruitment process. By pinpointing where delays occur, companies can take corrective actions to streamline hiring procedures.

Common recruiting bottlenecks include:

  • Indecisive or overly critical hiring managers
  • Too many unqualified applicants
  • Manual candidate screening

If you notice that your time-to-fill is stretching out longer than you’d hoped, you can dig into your processes and make amends where necessary to bring the number down.

Cost Savings

Lengthy recruiting often results in higher costs. Advertising a job post on third-party boards and websites is not free. In fact, some job boards can cost as much as $500 per month to advertise a listing. Optimizing your time-to-fill means less money spent on advertising.

In the same vein, if your company holds in-person interviews for an open position, you may have to reimburse interviewees for travel expenses, including transportation, food and lodging. The sooner you can find a suitable candidate, the less money you’ll need to spend.

Gain an Edge Over the Competition

Having a long time-to-fill not only puts strain on your organization but impacts the candidates involved in the process. The longer it takes to make a hiring decision, the more likely candidates are to walk away from the opportunity. In fact, 62% of professionals start to lose interest in a job if they don’t hear back within two weeks (10 business days).

A faster hiring process produces better chances of maintaining interest from top talent and securing those candidates before your competitors.

Enhanced Decision-Making

Collecting time-to-fill data using an applicant tracking system enables organizations to analyze historical trends and make data-driven decisions about resource allocation, staffing levels and recruitment strategies.

Reduce Your Time-to-Fill With ApplicantStack

Applicant-tracking software like ApplicantStack automates integral portions of your talent acquisition process to help reduce time-to-fill, find the right candidates more quickly and even aid with employee onboarding for a more seamless experience.

Our software operates on a recruit, screen, select workflow with intuitive tools for:

  • Creating and publishing job postings online
  • Functional recruiting where you may be most likely to find the right candidate, like social media
  • Creating questionnaires and scoring applicants
  • And much more

The platforms help talent acquisition teams streamline and automate essential recruiting checkpoints, such as pre-screening, pre-employment assessments and candidate nurturing to boost engagement and reduce your time-to-hire.

Start a free trial today and discover how ApplicantStack can help you make better hiring decisions, quicker.

How To Improve the Candidate Experience and Boost Engagement

How To Improve the Candidate Experience and Boost Engagement

Job candidates put a lot of time, effort and thought into their applications. Unfortunately, it’s not unusual for employers to take longer than appropriate to respond. Some may fail to send a follow-up at all. It’s actions like these that can negatively impact the candidate experience and cause a ripple effect throughout your recruiting and hiring process.

Providing a positive candidate experience is paramount to earning trust among applicants and candidates. When they feel heard and that their time is appreciated, they may be more likely to champion your organization — even if they’re rejected.

In this guide, we’re spilling our secrets on how to improve the candidate experience — from application to orientation and integration — while also boosting engagement to increase candidate quality, employee retention and more.

What Is Candidate Engagement?

Candidate engagement refers to the process of building and maintaining meaningful and positive interactions between your company or organization and individuals who are potential candidates for job openings.

The recruitment process involves a few core components, each critical to its overall success:

  • Communication
  • Personalization
  • Consistency
  • Feedback
  • Transparency

The goal of candidate engagement, beyond providing an engaging and constructive experience for potential hires, is to attract and retain top talent at higher rates. While that is the main goal, it’s also the main benefit of having a candidate engagement strategy and workflow in place — but it’s far from the only perk.

Here’s a tip on what not to do:

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(source: https://twitter.com/Adam_Karpiak)

The Benefits of High Candidate Engagement

With a robust and positive candidate engagement strategy, employers are bound to notice more than a few benefits, such as:

  • Higher application rates: When word gets out that your company has stellar hiring practices, candidates may be more likely to apply. Why? Because they know their time will be respected, expectations will be made clear and communication will take priority.
  • A boost in offer acceptance rates: Nearly half of candidates report declining a job offer solely because they had a bad interview encounter. To lower that number, organizations need to emphasize the candidate experience by engaging early and often throughout the hiring process.
  • Better employee retention: The more engaged employees are during the interview phases of recruiting, the more questions they’ll ask about your company, values and culture. That makes it easier to find not only a qualified candidate but one that’s also a great culture fit.

The Problems With the Engagement Process

While the benefits are there for the taking, legacy hiring processes and poor recruitment practices stand in the way of constructive change. Before we highlight the trimmings of a positive candidate engagement framework, let’s have a look at some of recruiting’s infamous complications, i.e., stuff to avoid:

  • Long application processes: Leaving applicants in limbo for too long is a bad habit. In fact, long-winded recruitment processes are leading to a rise in “ghosting” between applicants and employers. (See the earlier meme)
  • Lack of communication or one-way communication: Oftentimes, there are no defined channels of communication where the applicant is able to contact the recruiter about their application, leading to one-way “conversations” that feel disingenuous. This has become a problem to the point that 50% of applicants lose interest in a job when communication with the hiring manager is poor.
  • Unclear information and untimely updates: Ambiguous job descriptions and hazy or wholly undefined next steps in the hiring process lead to a less-than-ideal recruiting practice. And, untimely updates about the status of candidates’ applications can leave a bad taste in their mouths. According to a recent study, 56% of candidates say they’re willing to walk away from a lucrative opportunity if job expectations are unclear or unreasonable.

These common issues stand in the way of qualified and talented candidates who, because of the bad experience, may choose to decline an offer if one is eventually made. Plus, if the experience was sub-par enough, they may even spread the word to others who will look at your organization differently moving forward.

So, what is required for a positive candidate experience?

Fostering Candidate Engagement Through a Positive Hiring Experience

There are a few non-negotiables when building a healthy recruitment process designed to heighten the candidate experience:

  • Clear and timely communication
  • Defined job responsibilities
  • An understanding and respect for candidates’ time
  • A smooth, prompt and unambiguous application process

There are more than a few ways to achieve these critical aspects in your hiring process, but the two that stand out most are: Having the right technology in place to facilitate your recruitment efforts. And, training your talent acquisition team to abide by best practices and your outlined engagement strategy to maximize candidate experiences.

That’s all good and well, but what’s the nitty gritty of a positive experience? What specific actions are required on the part of the talent acquisition team to uphold a high standard? And, what are the characteristics of effective candidate engagement?

The recruitment process should be:

  • Exciting: Every employer brand is unique, and so too should be their hiring processes. What makes you stand out as an organization? What’s your culture like? 
  • Straightforward: Providing candidates with an idea or roadmap of how the process will unfold, and following through, establishes credibility and trust.
  • Informative: Sending confirmation emails that highlight important timelines or decisions, as well as providing feedback on how candidates performed during an interview, are great examples of the types of information that are valued by applicants throughout the hiring process.

How Technology Can Optimize Candidate Engagement

Thankfully, building a robust talent acquisition process that fosters a positive experience doesn’t have to mean a ton of manual labor and training. Recruitment technology, like ApplicantStack, makes it easier to attract, manage, analyze and convert potential candidates. Here’s how:

Applicant Tracking System

Our applicant tracking system is designed with ease and automation in mind. Use the feedback tab to easily keep track of interview notes, and take advantage of the questionnaire feature to swiftly complete interviews and reference checks.

Additionally, using knockout questions makes it easier to pre-screen candidates by automatically eliminating those who don’t meet the minimum requirements, helping your hiring manager save time.

Candidate Management

Today’s highly competitive hiring environment calls for efficiency and quickness. Candidate management built into ApplicantStack allows hiring managers to do everything from accepting SMS text applications from candidates to providing an at-glance view of applicant status to keep the process moving along seamlessly.

Plus, candidate texting is a two-way street. Maintain engagement by reaching out to candidates directly on their phones — and allowing them to do the same with their recruiter.

Onboarding

Great — you’ve extended an offer of employment to a candidate in record time while providing a positive experience for them throughout the recruitment process. Now, the task is to maintain that remarkable experience during onboarding.

ApplicantStack’s onboarding software brings every integral aspect of the process together in one place. Import hires, upload forms, create tasks, e-sign documents, set reminders and more. And, you can even export data and download reports to gain a comprehensive understanding of how your onboarding process is going, so you can set new goals, make necessary changes and more.

Improve Your Hiring Process

Making a good first impression on candidates is imperative. A lackluster hiring process and tedious, manual workflows could mean that you’re, essentially, rejecting qualified candidates before they’re even given a chance.

Ready to make better, more informed hiring decisions by managing candidates and providing a world-class experience? Start a free trial today.

How To Welcome Your New Employees

How To Welcome Your New Employees

Picture this: You’ve just started your new position at a company that provided an exceptional interview experience. They told you that the team you’re joining is full of close-knit, friendly people and assured you that you’d fit in perfectly. But, as your first day draws to an end, all you’ve received is a short name exchange with your new manager and a large pile of important paperwork, leaving you feeling disheartened and unmotivated.

This scenario isn’t uncommon for new staff. According to Officevibe research, 51 percent of employees think their company’s onboarding process could be improved. Insufficient employee onboarding leads to many recent hires actively searching for jobs early on in their role. In fact, over 30 percent of new team members quit their jobs within the first six months of employment, per Zipdo. That’s why it’s vital to ensure your incoming workforce feels welcome and supported. 

First Impressions Make a Difference

You don’t get a second chance to make a first impression. When employees start their new roles, they’ll most probably be making assessments on their working environment, resource accessibility and the attitudes of their managers and coworkers.

New hires expect a positive journey in the initial stages of their employment and, if they are satisfied with the onboarding stage, your company maintains a higher chance of retaining those workers. Further statistics from Zipdo found that 69 percent of employees were more likely to stay with a company for three years if they received a supportive onboarding experience.

With onboarding having such a strong influence on employee retention, it’s important to put processes in place to ensure new hires feel valued and recognized early on in their employee journey. 

Formulating a Welcome Package

Once you’ve made the right hires, it’s essential to enhance the employee experience to retain those valuable workers. Sending a welcome packet is an excellent way to please recent hires and help them feel comfortable on their first day. But what is a welcome letter or package?

A new employee welcome letter should aim to: 

  • Evoke a response that gives an employee the sense that they’re going to be happy in their new working environment. Instead of keeping your wording plain and professional, use friendly language to communicate this effectively.
  • Inspire new hires to make their mark on the company. Let them know that your organization encourages employees to share their ideas and is willing to take on new perspectives.
  • Empower those who have recently started their roles. Provide them with opportunities to integrate with other staff members.
  • Assure workers that their teams are there to support them whenever they need it. Encourage them to ask questions and share any frustrations they may experience to achieve a resolution.
  • Inform new employees of the staff structure and where to find the best training resources. Without telling employees vital information, how are they supposed to know where to look? Make sure to handle this early on in their journey.

When forming a welcome message, it’s important to cover the following information as part of your new employee orientation to ensure they have everything they need when starting their role. This can include:

  • Necessary contacts: Share the necessary contact information, such as emails and phone numbers, of the people that incoming employees can rely on for assistance during their onboarding period.
  • Benefits package: An essential part of welcome messages is to inform new hires of the benefits packages in place to support them and their personal needs.
  • Resources information: Let employees know where to access your company’s internal systems, including employee handbooks, email systems and file storage.
  • Company dress code: Provide your organization’s expectations for business-appropriate clothing and workplace behavior. 

When to Send a Welcome Message

After an applicant accepts a job offer, you can plan to send a welcome message right away. Providing the new hire with as much information as possible in advance of their first day can make a big difference in easing their anxiety and helping them feel more confident about starting a new role.

5 Welcome Message Examples

To help you draft your welcome messages, we’ve provided some inspiration on the myriad of variables to consider. Here are five possible approaches, each with its own new employee welcome letter template.

Casual 

What to include: 

When forming a casual welcome message, aim to use colloquial language to connect with your new hire. This ensures you come across as personable and approachable. 

Also, make sure to invite your new hires to any internal events that could help them get to know the team. This will promote a positive company culture and show that your business nurtures their social well-being. 

Sample welcome letter: 

Hey [name]:

We just heard the news that our company has hired a wonderful employee to join the team, and guess what? That’s you! Welcome to [company name]!

Feel free to come along to [takeout Tuesday] in [room 3B] tomorrow lunchtime. Pizzas on us!

Remote Employee 

What to include:

For remote employees, you should aim to recognize their position. Avoid referencing working from home with negative connotations. Instead, initially welcome them as you would other employees and offer the necessary resources to get started with onboarding. Deliver helpful documents and links that might be relevant to their first day, such as a video call or training videos.

Sample welcome letter: 

Hi [name],

Welcome from afar! A huge congratulations on your new role. We’re so excited to have you as part of the team. We know you’ll make an excellent addition to [company name].

We understand that you’ll be fulfilling your duties remotely, so we’ve provided you with our [“No Place Like Home”] onboarding package! This will help you learn a bit more about our remote support systems and the structure of our organization. 

Get in touch if you have any questions and we look forward to seeing you later today. 

Here’s the meeting link: [Meeting link]

Newly Relocated Employee 

What to include: 

Sending a welcome email to your recently relocated employees will demonstrate your company’s ability to nurture their well-being. If you have benefit systems in place to support your mobile workforce, outline these in your welcome message. Likewise, provide an allocated human resources (HR) contact for them to reach out to if they require assistance.

Sample welcome letter: 

[Regionally specific greeting, e.g., bonjour]!

Welcome abroad! We hope you’re settling well into your new home. Don’t forget to check out our [employee relocation] package for support to help you seamlessly integrate into the [country] office.

If you need help and advice, feel free to contact [HR professional] at any time. Here’s their email: [contact information]

Fun Team Email

What to include:

Fun team emails are a great way to inform the whole office about the new hire’s first day. Try gathering some hobbies and interests from the incoming employee before they join and use them to create interesting talking points for bonding opportunities. Also, include the office in which they’re based to encourage current employees to introduce themselves. This email celebrates your new hire on their first day, making them feel valued and appreciated off the bat. 

Sample welcome letter: 

Oh, haven’t you heard? 

We have an excellent addition to [company name] joining us today! We’re delighted to introduce [full name] to the team. Here are a few fun facts about [first name]:

  • [They love cats and have their own furry friend called Tabitha]
  • [They enjoy painting in their spare time]
  • [Their favorite ice cream flavor is mint chocolate chip]

They’re currently in [office room location]. Drop in and say hi when you get the chance!

From HR manager 

What to include:

When hearing from an HR manager, it’s good for them to offer themselves as a support touchpoint for the new hire. Additionally, make sure to provide the contact information of relevant managers that can assist them with any questions that arise. This will ensure they don’t feel alone in their role and are supported by various team members in the onboarding process. 

Sample welcome letter: 

Hello [name],

Welcome aboard! We’re absolutely thrilled to have you join the team. We know you’ll be a valuable asset to our company, and we can’t wait to see all that you’ll achieve. 

Feel free to reach out to myself or [manager’s name] with any questions you may have.

[Contact information]

Start Off on the Right Foot With ApplicantStack

Exceptional onboarding gives you a significant competitive advantage, and the benefits to your organization and the new hires are evident. If your company doesn’t utilize applicant-tracking systems, ApplicantStack, a powerful hiring solution, can give you what you need to streamline your onboarding and enhance the employee experience. 

ApplicantStack plays a pivotal role in shaping a positive brand image with personalized onboarding and with speedy feedback from your team. Harness the power of ApplicantStack to elevate your recruitment processes to secure an experienced, diverse and highly skilled workforce that will take your business to new heights. Additionally, the onboarding tools built into the platform will keep everyone on the same page while providing a consistent experience to every new hire.

Start your ApplicantStack free trial now and explore how you can enhance your onboarding management.