APR 2018

MedEsthetics—business education for medical practitioners—provides the latest noninvasive cosmetic procedures, treatment trends, product and equipment reviews, legal issues and medical aesthetics industry news.

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BUSINESS CONSULT | By Cheryl Whitman You've wrapped up the interviews and extended an offer of employment to your top candidate. But the hiring pro- cess isn't done yet. Now, you need to help integrate your new employee into your practice or organization through a process known as "onboarding" (also called organization- al socialization). Onboarding, which begins before the new hire arrives and continues for the fi rst several weeks of employment, helps new employees learn about their individual job du- ties as well as the practice's rules, policies, expectations and unique culture. The goal is to provide the support and training needed to ensure that stellar jobseekers turn into confi dent and contributing team members. BEFORE THE START DATE Prepare your new hire's workspace, set up their computer system and email account, and let existing team members know that a new employee is joining the practice. Select a staff member to act as the person's mentor or "orienta- tion buddy." Prior to the start date, reach out to your new employee and provide the following information: • Start date and time • What to bring on the fi rst day • Where to park (if a parking pass is needed, provide it ahead of time) • Whom to ask for upon arrival • Meal breaks (how much time is allotted for lunch, whether there is a refrigerator and microwave available, locations of cafeteria or nearby eateries) • Dress code (if you use uniforms, make sure the em- ployee's size is available) • Name of immediate supervisor • How payroll and timesheets work (when and how pay- checks are distributed, how to record hours, whether paychecks are mailed or direct deposited, etc.) 20 APRIL 2018 | Med Esthetics © GETTY IMAGES A comprehensive onboarding process will set your new hires up for success. WELCOME ABOARD

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