You’ve made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what?
Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Organizations who implement an effective onboarding program during the first three months of the new hire employment experience, will have 31% less turnover than those who don’t according to the Aberdeen Group.
Onboarding is important because it introduces the employee to the company’s culture and expectations and gives the employee the vital training and information needed to succeed in their new position. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment into the wrong person.
Therefore, investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just a routine checklist; it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job.
- Recognize the difference between orientation and onboarding: They are not the same, you need both.
- Identify the building blocks of an effective onboarding program: The 4’Cs: compliance, clarification, culture, connections.
- Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager.
- Review a toolbox of six best practices, with real-world examples, for implementing an onboarding program in your organization.
- Learn why managers are the key and how they contribute to the success of your onboarding programs.
- Make sure you can quickly answer the five key questions your new hires will have or else you will start seeing their disengagement and possible turnover.
About the speaker:
Marcia Zidle is a board-certified executive coach, business management consultant and keynote speaker, whowho helps organizations leverage their leadership and human capital assets.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in social and emotional intelligence; executive and team leadership; employee engagement and retention; personal and organization change management
She has been selected one of LinkedIn Profinder’s top coaches for 2017 and 2018 in guiding high-achieving professionals and high-potential managers to accelerate their leadership and career success.
Marcia’s Claim to Fame is as a world traveler with a multi-cultural spirit and perspective. She has lived as an expatriate with her family in Scandinavia and Australia. In fact, one of her children is an "Aussie". She’s traveled in over 30 countries throughout Europe, Middle East, Far East, and the South Pacific.