Hiring new employees is tough. It’s a strenuous task that most of the time feels like a burden. Everyone has been there and all leaders undergo personal hardships when onboarding new employees. Making them feel welcome, getting them up to speed, and reinforcing their decision to join your organization is hard work. After all, they should be happy they have a job…right? They should be lucky you selected them to be part of your team. With this being said, they should be the ones to put forth all the effort. It only makes sense.

Since the hiring process was rushed–again everyone can relate to how busy you are–you didn’t have enough time to thoroughly assess their abilities. So use their initial first days, weeks and months to evaluate them before you decide to fully accept them as a member of the team. If they’re good, they’ll rise to the occasion and demonstrate the great initiative they have to get up and running all by themselves. If they are smart, they’ll be able to figure it all out. And don’t worry, if they leave right away, it means they weren’t a good fit and you can just hire the next fully qualified candidate anxiously awaiting your phone call to come join your team. Why make it stressful on yourself, you have way better things to worry about.

So if you want to free up precious time, save money, and make your new employees earn their spot in the organization, just follow these 10 steps. I assure you, only your best hires will thrive. And if they don’t stick around, they weren’t any good anyways.

10. On their first day show them to their workspace and communicate where all the supplies are. They’re smart..they’ll figure it out. And if the space needs to be cleaned, just show them where the cleaning supplies are and they’ll take care of the rest. No need to do this before they start– cause what if they decide not to come work for you, you would have wasted all that time and money preparing.

9. They’ll be anxious to want to contribute so whenever they come up with a suggestion that is a different way of doing things, make sure you tell them that’s not how things are done here right away. After all, you didn’t hire them because you wanted them to draw on experience from other roles and previous organizations.

8. Be sure to have a clear conversation right away about how important it is they learn the culture and learn how to adapt. They’ll need to know how to change in order to be successful in their new role and company. This will save you precious time in having to deal with conflict that may arise.

7. And then make sure to point out all the people they need to make an extra effort to appease because otherwise they’ll be tough to work with. Again, make sure they know exactly what they need to do to fit in.

6. Avoid a well planned onboarding period. If they’re good, they’ll want to jump right in anyways and figure it all out themselves. Stumbling along is a great way for them to learn how the organization works and test their resolve.

5. If you’re their leader don’t worry about clearing your schedule so you can spend time with them their first week. If you’re too busy, they’ll understand and someone else will help them out anyways. Even better, have them start on a day you won’t be there, this will force them to get to know other people without your interference. They should be outgoing enough to introduce themselves.

4. Make them ineligible for profit sharing or other annual incentive programs until they’ve been there for a certain period of time…like a whole year. If you’re lucky, based on the time of year you hire them, you may not have to include them for almost two years. Forget about prorating an incentive based on the portion of the year they were there, that just takes extra effort. And if you have celebrations for these programs, don’t invite them, because they’ll feel left out since they aren’t eligible yet.

3. Don’t let them take advantage of educational or training benefit programs such as tuition reimbursement until they’ve been there a while. Again, make them earn their benefits.

2. Build waiting periods into your benefits. This is a great way to say, “Welcome…but you haven’t earned the right to participate in benefits like everyone else.” Your new employees will love this concept and appreciate the opportunity to figure out health care coverage when transitioning form their old employer’s plan. COBRA is great and they’ll love it. As a bonus, you’ll save money because you won’t have to pay their medical bills during the waiting period. Don’t worry, they’ll get that surgery on their own dime rather than wait until they are eligible. This is a great strategy to keep costs down.

1. And the most important thing to remember is to put them on a probationary period. It’s basically the same thing a convicted felon has to do to prove they are ready to assimilate back into society. So it makes sense to apply this same practice in the workplace. This will also motivate employees to do their best so they can earn “permanent employee” status. Additionally, new employees will know you don’t quite trust them yet and you’re still evaluating them. They will completely understand the logic behind this…especially since they left their previous employer where they were successful and had already proven themselves.

So, if you want to make it easy on yourself when onboarding new employees be sure to follow these 10 steps. I guarantee you, they will minimize your involvement in having to onboard new employees. It’s clear it will help you save some money when it comes to benefits. After all, you may be spending millions on benefits already, you don’t want to have to spend anymore than you have to, especially not for someone who just started.

Set the stage right away letting people know that everything they have previously accomplished as a well established contributor in their previous organization is irrelevant and they get to start all over proving themselves at your organization. These are proven strategies and those who follow them will tell you they’re widely accepted by their employees, because they are just happy to be getting a paycheck.