Unlocking the 'September Surge': A Blueprint for Acclimating New Team Members

Share :

Pumpkin spiced lattes? ✔️

Back to school shopping? ✔️

New job opportunities? ✔️

As the leaves change colors and the air becomes crisper, September brings with it not just the promise of all things pumpkin-spiced but also a remarkable surge in job hiring across various industries. In recent years, this trend has been especially pronounced in the technology sector. With the advent of remote work and the continued growth of the digital economy, tech companies are leading the charge in expanding their teams during the fall season. 

The September Job Hiring Surge: What's Driving It?

Several factors contribute to the notable increase in job hiring during the month of September:

1. Budget Allocations: Many companies start their fiscal years in September, which means they have fresh budgets and financial plans to support new hires.

2. Graduate and Student Availability: As graduates finish the last hoorahs as summer, September marks an ideal time to onboard fresh graduates who are looking to begin their careers.

3. Project Timelines: For many businesses, the final quarter of the year is a critical time for project completion and ramping up for the next year. They need to staff up to meet these demands.

4. Holiday Planning: Companies often hire in September to ensure that new hires are fully integrated into their teams and processes well before the holiday season.

However, the September wave of hiring also brings about a surge of change. 

Studies show that it takes a group of professionals 4-6 months before they start performing as a team.

This means that your ‘September surge’ new hires may not be fully acclimated to your team until March.

Surely there’s got to be a better way to acclimate new hires besides a quick personality test and a “welcome to the team” lunch. 

Acclimating New Hires: Strategies for Success

1. Comprehensive Onboarding Programs: Develop detailed onboarding programs that cover company culture, values, and expectations. This should include both remote and in-person components. Taking a personality test and shoving it in a file cabinet, never to be seen again, no longer cuts it. Try utilizing Personal User Manuals as a way to continuously tap your new hire’s personality, goals, working styles, etc.

2. Mentorship Programs: Pair new hires with experienced mentors who can guide them through their roles and introduce them to the team.

3. Technology and Tools: Ensure that remote workers have the necessary technology and training to be productive from day one. In-person employees should also receive adequate training on company tools and systems.

4. Regular Check-Ins: Schedule regular check-ins with new hires to gauge their progress, answer questions, and address concerns. These can be conducted virtually or in-person, depending on the work arrangement. Personal User Manuals, when used in conjunction with Team Operating Systems, are effective and transparent tools to monitor your employees and optimize the way they work

5. Integration into Company Culture: Regardless of work arrangement, make an effort to integrate new hires into the company's culture through team-building activities, both virtually and in person when possible. Tap into the personalities of each of your employees, making sure you communicate with them in the way that they’re most comfortable with (again this information can be found on their personal user manuals!)

The September job hiring surge is a phenomenon driven by various factors, and the tech industry is at the forefront of this trend. Tech giants and startups alike are actively seeking new talent to fuel their growth and innovation. To make the most of this hiring surge, companies must not only recruit but also focus on acclimating new hires effectively, whether they work in person, remotely, or through a hybrid model. By following these strategies, companies can set themselves and their new employees up for success in the dynamic world of tech.