Before the new recruit starts, invest some time on planning their induction or ‘on-boarding’. This involves more than a welcome on day one and a company sweat-shirt. Consider what their challenges will be from day 1-30, 30-60 etc and how you, or their manager can support them at each stage.
This exercise is far from a waste of time and is something that many companies ignore. The faster that the new recruit settles in, finds their place and understands how your firm and colleagues operate, the more quickly they will understand how to contribute.
To help any new recruit understand what day to day working in your company might feel like, explain at interview stage what the culture of your company is and how this looks day to day. If you’re not sure what the answer is, consider how ‘stuff gets done’ in your company; what are the unwritten rules; how do people interact with each other; what are the prevalent positive behaviours and attitudes?
Given that you are investing time and effort to bring the right people into your business and then providing them with the environment in which they can perform at their best, don’t prevaricate over a difficult decision if a team member does not wish to perform or behave, especially when you have provided additional support to them.