Structure Your Onboarding Process Beyond Paperwork to Succeed With New Hires
You may think of your onboarding process as the nuts and bolts of getting a new hire ready to work. It’s the W-9, the orientation, and the explanation of how processes work. These are all important parts of the onboarding process, but they do not cover all the work, time and expense that go into a new hire. The resources spent are particularly noticeable (and painful) if your new employee ends up not working out for your company. This is why it is important to broaden the scope of your onboarding process.
If you’ve been managing talent for a while, you’ve probably made a wrong hire at some point. Maybe you saw a candidate that reminded you of a star on your staff, and you hired them on the spot, realizing later that initial impressions blocked your view of some drawbacks. Or it could be that a candidate had a great resume and sailed through the interview process, but it wasn’t until you witnessed their work in a team setting that you began to realize it was a bad fit.
This is where it’s important to broaden your view of the onboarding process. When you have a bad fit, you have resources that are outside the simple paperwork it takes to get an employee rolling. Your total hiring cost for a mid-level employee that stays with your company about 2.5 years can hit around $240,000. This includes costs that companies often don’t consider, like the eventual severance pay.
The Bigger Picture
It may cost you some resources to broaden your view of your onboarding process, but it’s an investment that can help avoid the costs of replacing a poorly-matched employee. Before you begin evaluating candidates, you need a clearer picture of what you are looking for in an employee. You may need to spend some time learning more about the position through observation and interviewing of current employees that do the job well.
This is also where behavioral assessments come in. Having your staff participate in a behavioral assessment delivered by trained professionals can provide key insights about what kind of traits make the best employee for your company. The results can help you determine the motivations, tendencies and strengths you’re looking for in a new employee to round out your team.
A bonus: Having a broader onboarding process also makes your company more attractive to the best candidates, sending a message that you care about creating the best possible fit between your company and its new employee.
At PI Consulting Group, we use the PI System behavioral assessment as part of an overall strategy for talent management. We come alongside your managers with a two-day training session, followed by ongoing guidance in decisions about optimizing talent for your organization. The PI System offers a level of sophistication (and less guesswork) for who you hire and how you organize your company. Call us today to find out more.