Expanding How You Look At Onboarding Best Practices
If you’re seeing too many of your employees cut and run after six months on the job, it’s time to establish onboarding best practices. Think about the time you spend putting the word out about open positions and the time you spend training new employees – how much money and energy are you wasting?
First and foremost, consider your onboarding strategy as more than just an introduction to the company. Onboarding could and should go on for months, perhaps even a year or longer, depending on the person. With a wider, more accepting definition of “onboarding,” you can gain a better foothold on effective onboarding best practices.
In The Beginning
So, when does onboarding begin? For some, it’s the day the new employee steps foot in your door. A better approach is to consider your company culture as part of your onboarding best practices, which means you’re considering what your potential new hires experience with your company from the beginning, which is when they see the job listing.
Expend energy on how you develop your outreach content and make sure the uniqueness of your brand shines with all outgoing communication. Job descriptions have to be updated and spot on. The channels you choose to publish your listing must also be carefully considered and postings made relevant to those specific channels.
First Day Impressions
When you’ve chosen a candidate, don’t make their first day at the office all about signing paperwork – that should be handled in advance. Make their first day at the office more personal and inviting. Introduce them to key members of the team, including managers, and make them feel comfortable in their new surroundings.
Among the most recent trends in onboarding best practices is the mentorship program. When you assign new employees a mentor, you are giving them the ability to glean from those who have been there and know how to do the job. Rather than flounder and doubt themselves in their role, new hires will be able to ask questions and learn by example rather than learn through trial and error.
A Comprehensive View
If your business has several arms handling different tasks, give your new staff an insider’s view of how all aspects of the company work together to reach goals. Give them a tour of each department. With more insights into how the organization works in a seamless fashion, they’ll have a better understanding of how their daily tasks are a piece of the overall puzzle.
One of the reasons new employees don’t last is because they’re simply not a good fit. Your company culture and their values don’t align. There’s a way around this and it’s called Predictive Index.
The Predictive Index method of hiring ensures that your onboarding strategy will be put to use with people who are a good match with your company culture. This is made possible by scientifically validated behavioral and cognitive assessments that are analyzed by Predictive Index professionals.
At PI Consulting Group, this is what we offer our clients. Contact us and find out how we can help you make good use of your onboarding efforts.