New Hire

What is a New Hire?

Any hire who has not been employed by the company for the past 60 days. Whether a hire is brand-new to the company or a former employee returning after a 60+ day span of unemployment, they are legally considered a new hire and must go through the onboarding process in full.

Example

Terry used to work here over a decade ago, and now they’re back. HR says that they still have to go through the onboarding process though, because technically they’re a new hire.

Frequently Asked Questions

  • When does an employee stop being a New Hire?Legally, there is no distinction for when a New Hire becomes just a “normal employee.” Colloquially, a New Hire is usually thought of as just a regular employee once they’re fully integrated within the company professionally and socially – that means they’ve gone through the onboarding and training process and become a well-situated “part of the team.”
  • Are past employees considered New Hires if they’re re-hired?A New Hire is – legally – any hired employee that has not been previously employed by the company for the past 60 days. That means that if an employee quits, is laid off, or is fired and returns to the company after an absence of more than 60 days, they are legally considered a New Hire and must be onboarded again. If a previous employee is rehired less than 60 days out from the end of their previous employment with the organization, then they do not need to be classified as a New Hire and can be re-integrated into the organization without going through retraining or onboarding.
  • What’s the best way to support a New Hire?Starting any new job is a stressful experience – New Hires want to make a good impression, show their competency, and connect with others in the office, but may have very little information to go off of in order to do these things. The best way to support a New Hire is to provide as much clarity and direction as possible. If you’re able, check in with the hire ahead of their start date to give them a rundown of what to expect. Then on the New Hire’s start date, budget time to show them around the office, make introductions, and allow them to start onboarding paperwork and processes. After the first day, make sure your New Hire has a clear idea of what responsibilities they’re expected to take on immediately, what further training they’ll receive, and when/how they should expect feedback.
  • What should a New Hire expect on their first day?A New Hire’s first day is often more introductory than productive – most workplaces do not expect New Hires to jump right into their full duties on the first day of the job. Rather, most places will offer time to complete initial onboarding responsibilities like filling out paperwork and getting security access, time to tour the office and meet coworkers, and time for the New Hire to familiarize themselves with their work space, tools, and reference materials.

PEOPLE-CENTERED PLATFORMS FOR A CHANGING WORLD

The workplace is evolving faster than ever before thanks to new HR solutions, rapidly developing technology, ever-present digital security threats, and more, and you need a partner that will help your organization stay agile and on top of the moment.

From strategic talent management to the best onboarding technology, Rival offers secure platforms that enable people to thrive in a changing workplace. Contact Rival today to talk to an expert to see how we can help you attract the best talent and keep them on board and performing up to your expectations.

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Rival goes beyond traditional talent management to help our clients attract, retain, and align people to their business.