Now the hiring process for your new PPC expert is finished. Done. You must wait for them to show up at the office and start doing their magic.
Is it so? I’ve seen great professionals feel intimidated by a faulty PPC expert onboarding process, thrown out in the middle of a well-established staff with no clue about company culture, technical procedures, office policies, nothing. You can see some fine talent go away if they are not properly integrated—and then your hiring process will start all over again.
Let’s review some tips to successfully integrate your new hire into your team.
Prepare a warm PPC expert onboarding
Don’t worry if your new hire remains quiet in the very beginning. Newcomers are not familiar with a new company culture immediately, so they might wait, check the atmosphere, and see how everyone behaves before they start being themselves. In this case, your job is to ensure a welcoming environment for your PPC expert, encourage socialization, and embrace their input whenever possible.
Your PPC expert onboarding must start before day one
The onboarding process must start as soon as your new hire says yes to your offer. Be sure to provide them with material that helps with your PPC expert onboarding, such as videos, presentations, or manuals about corporate policies, core values, and office rules. Most hires would be excited enough to go through these materials with pleasure.
My tips:
- The process should be as light as possible so your hire doesn’t feel they’re working before starting.
- Prepare a 5-day e-mail course as part of your PPC expert onboarding. Example: Day 1: Key resources: How to contact the IT department, how to set up the computer, who to reach out to in case of need, etc. Day 2: present the founders, company history, vision, culture, etc. Day 3: Campaign naming convention and naming convention tool, proprietary and external tools to help manage the campaign…and so on.
Be quick to answer their questions
You want to be known as a manager who listens to everyone and considers suggestions. In the case of a new employee, it’s even more crucial because, as you know, the first impression is the most important. So ensure you respond quickly to any questions they might have. If you’re too busy (which is often the case), try and resort to acknowledging the reception of the message, like setting up automated email replies.
Assign them a mentor
Fostering a one-on-one relationship can be less intimidating for your new PPC expert than just leaving them to socialize for themselves. Instead, consider assigning a mentor, someone your new employee can contact whenever they have questions or feedback about the company. Hopefully, this practice will make communication easier and create a warmer, more personal onboarding experience for your new hire.
I hope my tips about hiring your next PPC expert were helpful. Of course, every hiring process is different, but these insights come from my many years of experience in the business.
Do you have any questions? Do you want to share your own experience?
Get in touch!
