How to Help Newly Hired Employees Hit the Ground Running!



You’ve put an incredible amount of effort into hiring the right match for your position, your offer was accepted, and now you’re anxious to see the results.  Your work is done, right?  Not quite!  A few easy tips for helping your newly hired employee get off to the right start:

  1. Give them a warm welcome! Whether or not you provide a formal orientation, introduce them around so that coworkers will know who they are and where they are working. Allow some time for interaction via the water cooler or a personal introduction.  Give them information about customs that may be unique to your firm.  Have someone take them out to lunch the first day if possible.

2. Make sure the newly hired employee feels you are ready for them. Are business cards in? Is their computer and desk set up? Do they have office supplies?  Little things matter.

3. Be wise in choosing the trainer. Like most small businesses, if you don’t have a formal training program, be cautious not to assume that the employee with the most expertise is also the best trainer. Often, you will want to involve multiple people in the process so that the newly hired employee understands how their role fits into the organization.  For example, sales professionals should spend time with customer service or technical support professionals so that they understand the customer.  Also, be aware that people have different learning styles—some need to “do” rather than just hear or see.

4. Set clear expectations. This is your chance to start with a clean slate.  Let the new hire know what is expected of them and how they will be measured.  Let them know how often you will meet with them and how to have questions answered.

5. Put their success in the hands of the entire team. When the team feels it is in their best interest for a newly hired employee to be successful, they are more likely to support them and give the newly hired employee the best possible chance for success.

Do you have any other tips for starting new employees?


Written by: Julie Godshall Brown

Julie is the president and owner of Godshall Professional Recruiting and Staffing. She has been with her family business full time since 1995 and remained as president and owner when her parents retired in 2004. She holds a Bachelor of Science in Marketing from Clemson University and a Master of Personnel and Employee Relations from the University of South Carolina. In addition to leading her firm and several industry related organizations, she is a very active community volunteer who has made an impact on the future of the Upstate.

TRUST: How can both sides ensure success from offer to start date?

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The hiring market is very strong not only in the Upstate but across the country. Talent placements are made or lost quickly due to the fast pace required to onboard top talent. One key component in the hiring process creates the foundation for a successful employment relationship: trust.

Mutual trust begins with the first interaction.

Company: Is this candidate whom he says he is? Does he provide requested information promptly and accurately? Can we trust his intentions?

Candidate: Is this company what it says it is? Does it set expectations in the hiring process that it meets or exceeds? Can I trust it enough to share my strengths, weaknesses, and career goals?

Trust builders

  • Timely responses by both the company and the candidate.
  • Clearly defined steps and transparency in the hiring process.
  • Honest information-sharing regarding experience, goals, and finances.
  • An opportunity to meet with current employees, if appropriate.

Trust killers

  • A lengthy and unclear hiring process.
  • A lack of response or followup on either side.
  • One-sided discussions focused on “what can you do for me?”
  • Sharing inconsistent information during the process.

Due to a strong economy and tight labor market, candidates have more opportunities than ever. Many feel that they have to stay on the market to secure their futures. We often see candidates accepting offers but continuing to interview. As a hiring manager, your goal is not only to attract top talent, but to create a relationship of trust.

Employers should consider their responsibilities to candidates who are making major life decisions. Candidates need to remember that giving their word should mean something. Be trustworthy and follow through once you’ve accepted a position. Your reputation is everything.

By: Julie Godshall Brown


🔥Is Your Resume on Fire?🔥


In my most recent post, I shared how it’s a candidate’s market and companies need to start making changes if they want to continue to hire and retain top talent; however, that doesn’t give candidates an excuse to get slack. Your resume is an introduction and it needs to be as hot and on fire as it is outside in this mid-July. I ask that you look at this article not as tips for your resume, but rather musts if you want to land your dream job. It’s still a very competitive market and companies want the best of the best.

  1. Spellcheck and Proofing – I know we all think we’re excellent at spelling because we got 1st in our 5th grade spelling bee, but typos still happen. Not only do misspelled words happen, but the wrong tense or the wrong type of word happens like “there” instead of “their”. After you’ve spellchecked your resume, read it backwards. Sometimes when you’ve been staring at a document for a long time, you start to read what you intended to say versus what it might actually say. Reading the resume backwards can help you catch those mistakes.
  2. Summary instead of Objective – Everyone knows you are trying to seek a challenging role to utilize the skills you’ve obtained in school or in previous roles. It’s a waste of space on your resume and time for those reading it. Instead of an objective, write a summary of your skills, accomplishments, and experience. It’s a snapshot of your resume and career in 2-3 sentences. Make sure to keep the summary professional. It should not include any personal details such as your marital status, health, or life story.
  3. Education – If you recently graduated, it is completely fine to lists relevant courses taken, GPA, graduating with honors, etc. After the one-year mark, these things become less relevant and your recent experience becomes the more important topic to look at. If you graduated over 10 years ago, education is better listed below your experience. If it’s been less than 10 years, it’s still good to list above experience. Also, if you received an associate’s or bachelor’s degree, make sure you list your degree correctly. It is not “Bachelors of Science” or “Associates’s of Science”. It is listed “Bachelor of Science” or “bachelor’s degree in whatever your major was”.
  4. Skills Section – This is the section where you list any software you have used previous or have been trained on. Examples could be Microsoft Office, Adobe Suite, accounting software such as QuickBooks, GreatPlains, Peachtree, etc. Even if you don’t think the software is relevant or up to date, it still could be similar to an employer’s current software that makes you more marketable.
  5. Duties – Your duties should be listed as short statements of what you did at your job instead of a story. (Example – Processed weekly and monthly billing statements instead of I would process weekly and monthly billing statements for the company). They should be bulleted to make them easier to read versus in paragraph form. The duties of your current role should also be in present tense and duties of your previous jobs should be in past tense. Additionally, make sure your duties are relevant to the role you are applying for. If you’re applying for a teller role at a bank, make sure you’ve listed cash handling on your resume. Likewise, if you’re applying for product supervisor role, you don’t need to list you cleaned bathrooms for the ice cream parlor 5 years ago.
  6. Formatting – Last but certainly not least, the formatting of a resume is very important. It helps the resume look neat and professional. Spacing should all be the same and lines should start and end on the same margin throughout the entire resume. Don’t have a section centered and then another section left-aligned. The entire resume should also be in one type of font. Sizes can vary, but don’t have too much of a gap between sizes i.e. making a title size 18 and bullets size 10. Company names, titles, and dates should be listed in a way that they stand out from the rest of the resume. I prefer to bold company titles and dates and italicize the job titles. I also list all the dates to the right of the resume for the interviewer to easily see. These formats can differ, but the point is to make sure each job stands out and can be easily read from top to bottom.


In summary, keep things professional, relevant, and neat. This is potentially the only chance you get in front of an employers’ eyes. Make it count! Do you have any other suggestions for making sure a resume is on fire?


A Whole New World of Hiring: It’s a Candidate’s Market



A whole new world.

A new, essential point of view.

Candidates tell us no.

Or they want to go.

Or say we’re only dreaming.

Sadly, the new world Aladdin sang of is much different than the hiring world we’re experiencing right now. I’ve been in the recruiting and staffing industry for almost six years now. I started at Godshall in 2012 when the economy was still recovering from the recession. Recruiters would make an offer, and candidates would jump at any opportunity they could get. Even a recent HR graduate from Anderson University like myself was ecstatic to be offered a temporary receptionist role! Today, it’s a different story. Recently, we had a candidate who was presented with three job offers and turned down all three. Why? Because it’s a candidate’s market. They are in control. If they want more, they’re fighting for more. They know the ball is in their court.

So what do you do to adapt to this new world? Here are a few tips:

  1. Compensation needs to stay competitive. A cashier associate at a fast food restaurant should not make more than an administrative assistant with a four-year degree. Yet many companies are making offers where that is the case. Sure, the administrative job offers a better long-term career path, but candidates today don’t see it that way. A competitive salary shows you value your employees and what they have to offer.
  2. Don’t drag the interview process out. We live in a fast-paced society. We want and expect things now. The hiring process is no different. Candidates are over having a first interview on a Monday, not hearing from the client until Friday, and setting a second interview for the following Friday. Just typing that last sentence was too drawn out for me! Keep it simple, quick, and efficient. We understand there are some circumstances you can’t control. For example, if you know the hiring manager is going to be out of town, stay engaged with the candidate throughout the process. Let them know they are a top contender and share anything you can offer on why they should wait out for your position.
  3. Stop looking for THE ONE. You’re never going to be able to find the absolute perfect candidate for the role because there isn’t one. Every person is different, so every skillset is different. Just because Sally only has five years of accounts payable experience versus the required seven doesn’t mean you need to immediately write her off. She could bring other valuable skills to the table that the previous employee didn’t have. Instead of seeking 100 percent of the skillset, try to find a more reasonable amount. Figure out the needs of the job versus the wants and focus on those.
  4. Be open to the “job hoppers.” As a millennial, I personally have many friends who would fit in the hopper category. But I know they’re talented, hardworking, and loyal. They just had some extenuating circumstances they couldn’t control: husband was relocated; the company closed; the job didn’t turn out to be what it was presented as; the environment was hostile, etc. So next time you see a resume with four job changes in the past eight years, take the time to ask the reasons for those changes before you dismiss it.
  5. Be flexible. Many candidates searching for a new job are currently employed. That means they only have time to interview during lunch if you’re close or after work. Be mindful of their time if they’re on a lunch break and make sure to offer times outside a normal 8-to-5 schedule. Otherwise, you may be losing valuable talent.
  6. Remember, you’re being interviewed, too. With the options that employees have today, companies need to make sure they are attracting and “wooing” these candidates while screening them at the same time. Share all perks the company offers with the candidate. If I have two job offers from one company offering a competitive compensation package, great benefits, free gym membership, and half days on Fridays, while the other just hands me an offer letter, which do you think I would accept? Sell the candidates on your company.

These may not be all the changes companies need to make, but they will highly improve your chance of recruiting talented candidates. It’s time we embraced this tight candidate’s market and do what needs to be done. Are you ready?

By: Shawn Kinard