After months of searching, interviews and phone calls, you’ve hired a strong candidate. They’ve expressed their desire to be a long-term team member, and you want to get them started on the right foot. Their first week will be more than just a blur of paperwork, introductions and expectations; if you want to achieve success from day one, here are some actions to ensure your new hire becomes the integral member of your team you need them to be.

1. Give them a clear mission, job title and expectations.

Not only will this guide them along the way but it will help the rest of the team understand their role and why they were hired. This clear communication will be the greatest way for the new hire to stay focused and aligned with the company.

2. Don’t wait to talk to them about career development.

You might feel like it will be overwhelming, but letting a new hire know their potential within the team and the company can get them motivated for success right away. If they know they could move up within the ranks, increase their skill sets and even make a lateral move to a more fulfilling field, they will be less likely to jump ship for a more rewarding job. While too much information right away could be forgotten, make it a point to highlight career development opportunities and to meet with them after they’ve settled in to their new role.

3. Create a support team.

It can be a smart idea to assign a year-long mentor for your new hire, but if that isn’t possible within your team structure, you still want to make sure they have designated go-to people for questions and problems. A new person might be less likely to seek out help and “bother” their new team members, so having established co-workers come by and offer support can be the difference between them feeling connected and wanting to quit.

4. Be prepared before their arrival.

Nothing feels worse than having the excitement of your first day ruined by a company who appears negligent in their preparations. Your new hire will hopefully arrive on time, excited, nervous and eager to start learning; you don’t want to dampen that enthusiasm in the first week by not having their necessary equipment ready, not having their software ready and not reciprocating their excitement. From the start, they need to feel you value them and that will help them feel appreciated, even when their workload might be difficult.

As a leader, don’t minimize the importance of your new hires first week at your company. Do what you can to make them feel at home, show your excitement for what they bring to the table and be prepared for their arrival. To learn more about how to set up your new hires for success, contact WSi Healthcare Personnel