Educational materials

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Training materials play a key role in the adaptation process of new employees. It is necessary to show job descriptions, the structure of the organization, internal work regulations, information about the motivation system and information security policy.

Educational materials

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To simplify the process, companies can develop a chatbot.

Trainings and seminars.
Events organized by invited bahamas email list business coaches or internal experts of the company help to adapt to the corporate environment and integrate into the work team faster. Training seminars help to improve the professional skills of employees.

Mentoring
It involves assigning an experienced professional for the duration of the probationary period, who guides the newcomer through the process, gives advice and shares his or her knowledge.

This adaptation stage can last from several months to a year. During this time, the mentor not only helps the employee solve complex issues, but also advises him on current work issues within the framework of formal communication.

"Buddy"
The Buddy system focuses on creating a comfortable atmosphere and support during the early stages of work. Unlike mentoring, Buddy often operates during the first two to three weeks. A new employee is assigned an experienced colleague who helps them get used to the new team, provides moral support and helps them understand the informal aspects of the work.


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Stages of adaptation of a new employee
To better understand all the intricacies of adapting a new employee, it is worth considering in more detail all the stages of this process.

Pre-adaptation period
At this stage, the candidate is not yet part of the team, but his decision to respond to the vacancy directly depends on many factors, including the packaging of the vacancy and the company's reputation.

A study conducted by Habr Careers and the Hays agency shows that for 59% of respondents, studying reviews of former employees about a company is of primary importance. The same percentage of specialists actively search for information about an employer before applying for a vacancy. 34% of respondents are not inclined to consider an offer from a company with negative reviews, and 11% will categorically not respond to such vacancies.

An international study involving 200,000 people from various countries, including Russia, showed that 96% of employees who changed jobs always checked the reputation of a potential employer. Additionally, 91% studied at least one source to draw a conclusion about the company's brand before responding to a vacancy, and 55% of those who found negative reviews about the company did not submit their resume.

An important aspect of this stage is clarity and transparency in the description of requirements for the candidate and the presentation of objective information about the employer. Complete answers during the interview help build trust in the organization, and reliable data helps reduce the risk of the employee not meeting expectations.