You have found a candidate that you feel would be perfect for the job. They have the personality that will fit in with your team, the education needed and skills required. The only issue is a lack of experience. Not having experience doesn’t have to be a bad thing. It gives you as a manager to train them exactly how you want the job done without any pretenses. In order to be successful, below are 5 tips on how to effectively train new employees with minimal experience.

Create a Playbook

Starting a new job can be overwhelming. There is so much information that is given in the first few days, it’s often impossible to remember it all. An effective way to train new employees with minimal experience is to create a playbook that they can reference. This may include steps to using software, a list of daily tasks or frequently asked questions. This will give them a head start as they start their job as well as eliminate the need for you to repeat information because they can just reference their book. Add a few pages for them to take their own notes and encourage them to take it home to study at night.

Use the Buddy System

The buddy system isn’t just helpful for elementary students, it also translates to the professional world. Often a new hire feels insecure about stopping a co-worker to ask questions, especially if they do not have much experience in the workforce. Many times this will leave new employees feeling confused or unsure about certain aspects of their job and will halt production while they wait for a time they can meet with you to ask questions. Avoid this problem by assigning a co-worker as a training mentor. This will give the new employee someone to go to with questions while also offering an ice breaker for co-workers to get to know their new team member. The buddy system will help integrate your new employee into the team and speed up the training process.

Check In Often

Even with a buddy, your new hire is likely to feel a little unsure in their first week. This is your chance as a manager to offer more support during the training process by checking in often to see how they are doing. A quick check in opens the door of communication if they are feeling lost or need additional help. It also lets them know you care about their success, while letting you know for sure that this person was the right decision for the job.

Set Achievable Goals

Every team should have a set of goals along with individual goals that you feel are achievable for that person. Set your new hire up by discussing the goals you have for them. Make sure the goals you choose for your new hire are achievable and not reaching for the stars. A good way to determine if your goals are achievable is to have a discussion with your new hire to see if they feel as though they can attain the goals you have set. It is good to push them, but keep in mind that they are still learning their job and may need a little bit of grace when it comes to achieving goals. Set them up for success and build confidence with goals you know they can meet.

Educate About Company Culture  

Company culture should be discussed initially within the interview. Aside from skills and experience, the ability to fit into the company culture is so important for a new employee. If they do not feel comfortable or if they are likely to make others feel uncomfortable, then this is something you want to know ahead of time. If you are confident enough to offer the job, then another conversation about company culture is needed during the first week of their employment. Does everyone eat together at lunch? Are people very serious during work hours or is it more relaxed? An employee with minimal experience within an office or other work setting may not know the best way to navigate the company culture. Set them up for success by letting them know what to expect.

Starting new hires with minimal experience can work to your advantage. It gives you an opportunity to train without having to undo any bad habits they have acquired. However, it takes a little more finesse to ensure they are comfortable, learning quickly and fitting into the company culture. It is up to you as a manager to guide them and these 5 tips will help you along your way.