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4 Critical Elements of Your Onboarding Process

Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)

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4 Critical Elements of Your Onboarding Process

  1. Hiring is important.
  2. It may even be one of the important areas of a business.
  3. Without hiring, a company cannot scale
  4. It cannot grow
  5. It cannot Produce revenue
  6. It cannot compete
  7. It cannot SURVIVE.
  8. But, there is one aspect of a business that is equally as important as hiring:
  9. Onboarding.
  10. Too often, onboarding is a process that many companies decide to figure out as they go.
  11. They wait for questions to get asked, respond with inconsistent answers, give new hires a quick office tour, have them sign on the dotted line, and send them off to work.
  12. This scenario is flawed.
  13. Onboarding needs to be purposeful.
  14. It needs to be PLANNED.
  15. It needs to be THOROUGH.
  16. It needs to be MEASURED.
  17. It needs to be CONSISTENT.
  18. It needs to be SUCCESSFUL.
  19. If it isn’t, you’re setting your employees up for a rocky path.
  20. www.hrbartender.com/2012/recrui4ng/employee-­‐turnover-­‐caused-­‐by-­‐bad-­‐onboarding-­‐programs/   25%of companies said their onboarding program did not include any kind of training.   60%of companies indicated they don’t set any milestones or goals for new hires.
  21. The result?
  22. Turnover.
  23. And when those unhappy employees explain that they are leaving, employers pour a lot of money into trying to get them to stay.
  24. But what if companies didn’t do that?
  25. Imagine the difference that could make.
  26. So, what can you do to help your onboarding program?
  27. We’ll tell you of the most critical elements.
  28. One of the biggest mistakes employers make upon the initial offer is that…
  29. Hiring and onboarding get looped together
  30. This is especially true of a new hire who is relocating. Amongst the chaos of interviewing, moving, and actually starting their job, onboarding gets lost in the mix. This is a critical mistake, and one thing you can do to alleviate this from happening is to:
  32. This will take a lot of stress off of their plate. The more information you can tell them – the better. This will allow them to get prepared ahead of time so they are in the right frame of mind on their first day.
  33. And while onboarding and relocation need to be treated as two different areas, they should be complementary of one another. In other words…
  34. Even though relocation and onboarding are separate processes, they need to be a part of the same system
  35. “How do I do that?!”
  36. Your company can do this by ensuring that those in charge of these processes communicate with each other. Employees should be receiving information that is consistent across the board and is relevant to them at the time they receive it.
  37. Ensure that managers in charge of each area have set up a “home base” for employees to go to. This home base should be a place (an online wiki, Relocation Management Software, HR platforms) where they can go to access documents or store any information that they might need.
  38. For Example:
  39. Organizes questions, documents, and any information they might need to know into one organized area.
  40. You can also create pre- made documents or guides that HR departments can re-use that answer questions ahead of time.
  41. You should always try to have this mindset:
  42. minute
  43. This will help you remember that the moment you get the green light from your candidate, they are considered a part of your organization.
  44. Vetted Information that cannot be easily obtained anywhere else Hyperlocal information:
  45. Commute Parking Neighborhoods Where to grab lunch Public transportation Local schools information about:  
  46. We’re going to let you in on a little secret.
  47. If you don’t provide employees WITH this information, they will turn to the internet.
  48. You can’t control what they find there. And as we all know:
  49. Not everything on the internet is true (so try to prevent employees from looking!)
  51. THIS WAY, YOU can CONTROL THE INFORMATION new hires receive.
  52. And you can do this in a visual way!
  53. By providing results in a visual format, it will help employees digest information in a more engaging way!
  54. What’s the first question your new hire is going to get asked by their friends and family after day 1?
  55. “How was your first day!?”
  56. “How was your first day!?” Your company’s grade for the day
  57. “How was your first day!?” Your company’s grade for the day (make sure it’s a good one!)  
  58. “How do we get a good grade?”
  59. 1. Make sure everyone knows the new hire is coming
  60. There is nothing worse than getting awkward looks and confused stares on your first day, so make sure the rest of the team knows about your new hire and what their role will be.
  61. One way we do this at UrbanBound is by putting up signs in the office with information about our new team member and a welcome sign at the front door!
  62. 2. No paperwork!
  63. Try to present new hires with paperwork ahead of their first day in the office. You can have them come in before their start date or do some of the paperwork over email, that way the first day isn’t filled with mundane tasks. You can also block out a few hours throughout the week to go through paperwork gradually, as not to bombard them right off the bat.
  64. 3. Have something waiting for them at their desk
  65. It doesn’t have to be anything extravagant, just something to make them feel welcomed! At UrbanBound we give new hires a card from our leadership team, an UrbanBound water bottle, a t-shirt, and chocolates.
  66. 4. Treat them to lunch
  67. Lunch doesn’t have to be anything fancy, just something to get new hires out of the office and talking with other members of the team - at UrbanBound we always go to this tiny dive restaurant down the block and it has turned into tradition, it’s a great initiation for new hires!
  68. 5. Remember their family “Research confirms that the failure rate of new executive hires is close to 50 percent. Most of these frustrating and expensive failures are more the result of personal or family dissatisfaction than job-related issues.”
  69. If your new hire relocated with a family, send them something – flowers, a card, anything! Let them know that they are equally as important to the success of this new endeavor as your employee. And, it wouldn’t hurt to continue reaching out to them for the first few months - if you are hosting an event, going to dinner or drinks, volunteering, invite spouses to come along! Encouraging families to build relationships and networks is going to make a big difference on whether or not they begin to identify with their new city as home.
  70. according to Forbes:
  71. “90-day onboarding programs are rare. What is more common are one to two day onboarding programs primarily focused on educating new staff members about legal and policy-related rules. . . as a result, firms are losing talent—HR industry studies show that a great amount of staff turnover (possibly as high as 20%) can happen within the first 45 days of employment. (It costs between $3,000 and $18,000 to replace quitters.)” www.forbes.com/sites/85broads/2013/07/19/how-­‐not-­‐to-­‐lose-­‐your-­‐new-­‐employees-­‐in-­‐their-­‐first-­‐45-­‐days/  
  72. 91% of millennials expect to stay in a job for less than 3 years
  73. If Millennials don’t feel like there is room for growth, they’ll look for employment elsewhere - and soon. If you end up training and onboarding an employee just to have them leave in a few months, it can get extremely expensive and time consuming.
  74. Training & onboarding a new hire can cost anywhere from 25%-200% of annual salary
  75. •  Measurable and attainable goals •  Resources necessary for success •  Something to be working towards •  Benchmarks to gauge progress Set up what success looks like in the first 90 days by giving:
  76. If employees have something to work towards and a new skill to acquire, it will give them a benchmark for how well they are performing.
  77. GIVE new hires A CLEAR PATH TO WORK TOWARDS If they don’t hit goals, reevaluate where skills need some nurturing and plan accordingly for the following quarter!
  78. The 90-day mark is a great time to give employees an opportunity to let you know what they’ve liked or not liked so far. Let them tell you what they want to work on, where they need help, and what you can do as their employer to help them. The main influencing factor for the current generation in the workforce is the opportunity for growth, so by starting employees out with a jam-packed 90-day plan, you are setting them up for success.
  79. As you can see, onboarding needs to be given as much attention as every other area of your business.
  80. Strong onboarding programs will help retention, performance, growth, and structure. Make sure that you have processes set in place!
  81. Happy onboarding!

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Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)


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