Hiring a staff member can be a lengthy process; it can feel even longer if your office is already understaffed and in dire need of help. This sense of urgency can make it tempting to speed up your new employee’s training time so he or she can get to work, says Lisa Patry, partner and consultant with Advisor Pathways Inc. in Ottawa.

However, Patry says, even when you have hired a skilled professional with financial services experience, your new hire will need a period of orientation become comfortable in his or her role. Giving your staff member enough time to learn about your practice is a worthwhile investment, as it will ensure that he or she understands your business and can provide the best service to your clients.

Here are four steps to integrating a new member into your team:

1. Prepare material for review
Prior to your new staffer’s start date, put a few resources in place so he or she can get information when other team members are unavailable.

Is there an individual or a department that instructs new employees within your firm? Get in touch with them to coordinate training at least a week before your new team member begins working, Patry says.

If that assistance is not available, your firm will probably offer some training resources on its internal website. Track down these resources so you can show them to your new hire.

Also, consider putting some of your processes in writing. A manual that explains subjects such as the functioning of your practice’s contact management system and the process for responding to a client request will come in handy.

2. Start with a “team huddle”
On your new employee’s first day, begin the welcome process by gathering the entire team together.

“Introduce everybody by name and recap their position and what it is they do within the group,” Patry says, “so that the new team member feels a part of the process and the environment.”

While you most likely have already shared that information with your new employee, this process will refresh his or her memory.

3. Establish a “go to” person for the new staffer
Designate one person who will be responsible for most or all of your new employee’s training. Your “go to” person should be very familiar with your practice and the role that has just been filled.

Everyone on the team should also be accessible to this new person if he or she has any questions.

4. Establish dedicated training time
Make daily appointments for training to educate your new employee on key details such as who your important clients are and what services you provide.

Keep the morning free so your team members can perform their daily tasks such as responding to client requests and reviewing accounts. Schedule approximately two hours in the afternoon for the trainer and trainee to interact without interruption, Patry suggests.

While it can be difficult in a busy practice to make time for this type of training schedule, keep it up for a month. It’s worth it, Patry says: “If you really want to ensure that the new hire understands your practice well and is going to function strongly in the next six months, the upfront time pays off well.”