Skip to main content

Recruitment/HIRING & ORIENTATION

HIRING & ORIENTATION

What You Need To Know

Congratulations! You’ve made the decision to hire. Now you need to make an offer and perhaps negotiate with the candidate. If the offer is accepted, you will need to orient the individual to the workplace.

Don’t forget to contact the unsuccessful candidates to thank them for their time and interest in your organization.

Why You Need To Know

The job offer letter is used to formally offer a position to a candidate. It should clearly state:

  1. Position title.
  2. Employment type: part-time, full time, etc.
  3. Job duties.
  4. Compensation: annual salary, hourly rate, bonuses, etc.
  5. ​Benefits:  medical and dental (if applicable)
  6. Vacation: paid out or accrued to be taken during employment
  7. ​Start date, schedule, and work location.
  8. Pay dates: monthly, weekly, etc.
  9. Who the candidate will report to.
  10. How much notice will be required in the event of terminating employment? (at a minimum follow the requirements in the Employment Standards Act)

Be very careful that the information in the letter is accurate. A letter of offer is legally binding in Canada once it is accepted (signed). Verbal agreements may also be legally binding.

Include the termination notice to avoid complications down the road.

Proper orientation of new employees consists of familiarizing them with their role, the organization, its policies, and other employees. A good first impression and orientation to your organization can help to reduce staff turnover, increase productivity, decrease new employee anxiety, and boost morale. It’s a good idea to create realistic expectations as someone begins their new job.

What You Need To Do

To hire:

  1. Draft a job offer letter using the template provided in Tools. Be sure to include the ten terms described above.
  2. Wait for a response before sending rejection letters to unsuccessful candidates (see Tools).

To orient the new hire to your workplace:

  1. Prepare an orientation guide using the checklist provided in Tools.
  2. Include the following:
    1. General company introduction.
    2. What they need to know before the first day on the job (e.g., parking).
    3. Job specific information.
    4. Introduction to other staff.
    5. Physical facilities.
    6. Personnel record.
    7. Company policies, procedures, and standards.
    8. Workplace safety, security, and emergency situations.
    9. Paperwork (payroll, benefits, TD1 tax form, EI premiums, CPP deductions, banking information).

Learn about the requirements for hiring foreign workers through the Temporary Foreign Worker Program and what you need to apply for a Labour Market Impact Assessment.




Comments

Post a Comment

Popular posts from this blog

HRM COURSES

·          Conflict Management and Crisis Management ·          Course name Employee Relations Management ·          Course name Organizational Development and Change management ·          Course name Performance Management and Career Management ·          Course name Strategic Compensation ·          Course name Strategic HRM ·          Course name Training & Development ·          Course name Work force Diversity  
Post a Comment
Read more

Textile Jobs

 A leading knits company is hiring Suitable Candidate for the following positions. 1. Manager Marketing (Male) Experience: 6-8 years in knits division Qualification: MBA Marketing. 2. Senior Merchandiser (Male) Experience: 4-5 years of knits garments. Qualification: B.E (I.E)/Textile Engineering or MBA Marketing. 3. Manager - Quality Control. (Male) Experience: 4-5 years of knits garments. Qualification: Graduate 4. Finishing In-charge (Male) Experience: 4-5 years in knits garments. 5. Sample man (Male) Experience: 4-5 years in knits sample departs. Location: S.I.T.E. Karachi Interested and eligible candidates are encouraged to apply by emailing their resumes at ismail.humaira@rehanusmanfabrics.com Kindly mention position in the subject Candidates from diverse background are encouraged to apply. Good Luck!
Post a Comment
Read more

MANAGING THE WORKPLACE WORK-LIFE BALANCE

MANAGING THE WORKPLACE WORK-LIFE BALANCE What You Need To Know Work-life balance is the ability of employees to balance the needs of their work with other needs in their lives. It does not mean dividing an employee’s time in half between their home and professional lives. What may work for one employee may not work for another due to differences in work, home lives, interests, stress. etc. Some indicators of a problem in the workplace are: High staff turnover or inability to keep staff Increased sick or unpaid leave Increased stress symptoms among staff Moodiness Memory problems Nervous habits Low productivity Sense of depression Need to re-evaluate existing staff benefits Increased personal calls at work Why You Need To Know The annual financial loss from employees trying to balance work and family obligations is estimated at $2.7 billion in Canada. This estimate includes lost time due to stress, medical leave, dealing with dependents, and other family responsibilities. What You Need ...
Post a Comment
Read more