The new hire onboarding process, for so many companies, is crammed into orientation or fails. New hire onboarding increases productivity when used correctly. Unfortunately the main causes for onboarding failure are two-fold. One is Human Resources tries to use a “one-size-fits-all” approach. Secondly, it involves too much valuable time of executives to follow the onboarding plan.
The executive recruiter found the “A Player you need. Your expectations are that the new leader or key staff person you just hired will make an impact sooner rather than later. You’ve made an investment in strategy, compensation, and a recruitment fee. Now is the time to utilize a CUSTOMIZED new hire onboarding process to increase the potential of gaining a Return on your Investment.
If you had engaged an executive search firm to recruit for a key position at any level, the recruiter should provide a custom employee onboarding set of tools based on the role and team dynamics. Doing so results in the new hire meeting performance objectives sooner and being retained longer. A best practices employee onboarding process will help you accomplish all of the above when designed and facilitated as a customized, one-on-one version.
The Type of New Hire Onboarding Process that Works
In order to design, document, and deliver a viable, easy to utilize new hire onboarding process that works requires a few hours each month for both the new hire and manager he/she reports to. The guidelines should consist of a psychometric based team profile, the new hire’s role fit and team fit analysis, a personal action plan for the new employee, a mentoring / coaching guideline, and a measurement tool.
Many companies spend tens or even hundreds of thousands of dollars with so-called Human Resources or People Management firms or psychology-based firms that in the end produce a one-size-fits-all model based on a corporate profile / corporate culture. They are very time consuming so rarely are they carried out for new employees to fruition. To make matters worse, often it is handed over to HR, who is not part of the individual team the person was hired for and their focus is on orientation and “corporate culture” assimilation rather than how the new hire assimilates into the team he/she will be working within.
Facilitated correctly, the plan should smoothly and quickly assimilate the new employee into the team culture, not just the company culture. By capturing profile data about the new hire, his/her direct reports, and the organization, a plan is developed for maximizing understanding, positive communications, and relational communications effectiveness.
An effective new hire onboarding process ensures the new executive or employee knows exactly what the senior team expects and receives specific feedback early, helping him/her to establish effective influential networks, social, community, and professional, internal and external relational communications and conflict resolution skills. The end result is higher retention because the phased activities lead to deeper engagement, innovation, and job fulfillment levels.
How About Costing You ZERO for a Custom New Hire Onboarding Process?
NextGen Executive search charges NOTHING to deliver a custom new hire onboarding process with each new hire we place. Our placements average 3.5 years still on the job retention rate. The employee onboarding new hire process will provide a good initial experience for a new hire and lay a strong foundation upon which to build loyalty, inspiration, innovation, and high performance.
Looking to fill a key executive position in your company? Contact us today for a free retained search consultation or download our award winning recruitment process.
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