Entry Interview:

While the structured questions will help you guide the conversation, this meeting should be held in a casual and conversational manner. Managers should take this opportunity to get to know their new employees and lay the foundation for feedback and development conversations. Definitely a meeting where you want to spend 90% of the time in listening mode and make sure to document the responses.

How has your experience to date matched your expectations?

Give them an opportunity to share any gaps between expectation and reality.

What was most important to you when you chose to accept your role here?

This is your chance to confirm their values and expectations. The answer should reveal to you how to keep them engaged and motivated.

Do you have any recommendations for how we could improve our hiring or onboarding processes?

Show them how valued their input is by paying close attention to their experience and acting on any gaps that they identified. Not only will you build a stronger relationship with your new employee but their feedback could improve the experience for all future employees.

What skills and/or experiences do you have that you think will be most useful in your new role?

You can never get to everything in an interview so give them a chance to share their skills and experiences now that they are in seat. A little context will help them match past experiences with the needs they see on your team.

What skills and/or experiences are you most interested in gaining or improving?

Don't miss the opportunity to learn how your employee wants to see their career progress.

17% of people who applied for a new job in the last 6 months cited "not enough growth opportunities" as the primary reason for looking. If employees aren't clear on their growth path, it can be demotivating.

Start your relationship off right with them but getting clear on where they want to grow.

This is a meeting conducted shortly after an employee joins the organization. There are two main goals for this meeting. First, to make employees feel valued from day one. When employees feel valued by their managers, they are more willing to go above and beyond to contribute. Second is to help managers gain valuable insights for motivating employees. They can design more meaningful jobs and support them in “crafting” projects that are developmental and engaging.