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Submitted by: Jane Sherwin

Creative ways to introduce your new employees range from what you say to how you say it. This article covers both style and content for presenting newly-hired staff in your organization’s newsletter. And remember, you’re not being creative just for fun. The purpose of creative style, in this case, is to convey your organization’s commitment to all employees. In addition, you may want to suggest how the hiring process works, what kinds of employees you are looking for, and any bonuses you offer current employees for bringing in talent.

Format

Photos are almost always an improvement, especially when you are working to help new employees settle into their jobs. Recognition makes a difference. Imagine people saying “Hey, I saw you in the newsletter! How’s it going?” But if you have to choose between a bad photo-too dark, looks too much like a mug shot, and none at all, I would go with none at all. Better still, go back and get it right!

In addition to photos, consider a framework that you use in every issue. Give it some character-not just a boring double outline. Include some logo or other design that is usually connected with your employee policies.

Timing

Many organizations prefer to introduce new employees just monthly-easier for the newsletter staff to collect and organize. If your newsletter is monthly, then that’s your choice! But by announcing new hires weekly, you make the news more immediate, and more important. It’s not hard to set up a format and just drop the information in.

What to say about each employee

Of course you’ll want to mention job title and department, this goes without saying. But, depending on your size, there may be many people who have no idea what a department does, so a word or two of explanation can help. Suppose, for example, that Ken Werner has just joined your company as a machine setter. You could say just that: “Ken Werner, machine setter, March 21.” But what if you added a little zip? “Ken Werner is Arco’s newest machine setter and part of Bob Landsdorf’s team in the automotive division.”

This information comes right out of the application process, so it’s not the least difficult to obtain. If you want to enrich the content even further, you might include in your hiring process a form for collecting something interesting about the employee. For example, when a new employee comes in to complete IRS and other forms, you could make it routine to ask a couple of questions such as “What do you enjoy in your off hours?” Or even “What would you like other employees to know about you?” You might also touch base with the new employee’s supervisor to find out what their special strengths are.

Recruitment and hiring practices

Provide some information about these practices. For example, note your equal opportunity policy, and refer people to the details on your intranet. If you are offering hiring bonuses (this assumes a healthy economy!) make this clear and include a contact name. If you have a new policy around hiring, mention it here. Use writing that is clear and simple, not heavy and bureaucratic. You want to make it clear that new employees are always welcome and recognized.

Copyright (c) 2011 Jane Sherwin. You may reprint this entire article and you must include the copyright info and the following statement: “Jane Sherwin is a writer who helps hospitals and other healthcare facilities communicate their strengths and connect with their readers.”

About the Author: Learn more about Jane at

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. Subscribe to Jane’s free monthly e-newsletter at

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for practical tips on communicating effectively with customers, clients, employees and the public. Visit Janes blog, Marketing with Newsletters, at ht

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