The cost of adding new employees continues to grow. If you include the direct cost of hiring and the loss of efficiency while a new hire gets up to speed, you may find you are spending several thousand dollars per employee.

In today's hyper-competitive marketplace, where every profit dollar is important, finding and keeping good employees is more critical than ever. We've discussed finding good people in previous columns, so we'll keep this one focused on getting new employees up to speed quickly.

Here are some tips for getting new employees started off on the right foot. You should include these basic elements in your indoctrination plan. They will help new employees develop a positive attitude about your company, have more enthusiasm and become productive quickly.

• Make them feel at home. The first day at a new job may be the most important. Most employees are anxious about their first day. They are wondering if this is the right job. Will they like - and be liked by - others who work there? Will they be good at this job?

It is important to give new employees assurance and put them at ease. It is also important to reinforce the benefits of working for you and your company.

An employee checklist can cover many of the areas you wish to discuss on the first day and during the first week. You should include introductions, company history and goals, location of necessary facilities, company policies and rules and who to call in case of emergencies.

This orientation process should include a summary of company benefits, pay periods, hours, breaks and safety information. Give the new employee plenty of time for questions.

• Don't expect too much too soon. While you may need your newest employees to be productive immediately, this seldom happens. Give them time to adjust to their new environment and routine. You and other employees set the tone by your example. Have your best employees work closely with your newest hire when you can't be nearby.
• Give them good directions. The most frustrating time for new employees may be the period wherein they don't know exactly what to do. They may either do the wrong thing or do the right thing in an incorrect way. Clearly define what you expect and the results you want. Put your instructions in writing if necessary.
• Stay in close contact. Don't just give them good directions; follow up. Give them the opportunity to ask questions and seek your approval. By staying in close contact you can nip problems in the bud. You can also correct negative behavior before it becomes a bad habit.
• Add responsibilities gradually. Your goal is to allow each employee to grow and assume responsibilities as quickly as possible. However, each employee has a different comfort level when undertaking new duties. Add new tasks and responsibilities gradually. You don't want to overwhelm the new hire.

There is a fine line here. You don't want to bore your quick learners either. With a little practice, you'll learn how to add responsibilities while giving the guidance necessary to keep everyone comfortable, yet challenged.

• Praise in public, correct in private. Mark Twain said he could live for a month on a good compliment. Praise is important to employees, especially if the praise is sincere, deserved and offered in the presence of others.

Correction, discipline and criticism require the opposite approach. You must correct and discipline in a positive manner, but only in private.

These techniques are working for thousands of successful companies. With a little thought and practice they can work for you as well.