Is your hiring and onboarding process costing you unnecessarily? Did you know….

• Nearly 1/3 of people are job searching within six months of employment

• Almost 1/3 of externally hired executives miss expectations in the first two years

• With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years.

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 or even weeks. Companies who implement an effective onboarding program during the first three months of the new hire employment experience, will experience a 50% greater retention; a 54% increase in productivity; and a 59%  higher engagement than those who don’t according to the Aberdeen Group. 

What does yours do? And do you even have an onboarding program?

A strategic onboarding plan can dramatically impact your business. Therefore, it needs to be done right especially if it’s now being done remotely. Yes, there are challenges, but there are also simple, innovative ways to help new hires quickly learn the performance expectations of their new job; align their personal goals with that of the team; and integrate into  your workplace culture. If that happens, it will result in higher job satisfaction and higher engagement, better job performance, greater commitment to your  and reduced turnover. it’s a win win for everyone.

Why Should You Attend:

You have 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?

Onboarding is important because it introduces the employee to the company’s culture and expectations as well as your department’s  goals and key priorities. In addition, it gives the employee the vital training and information needed to succeed in their new position. The sooner your new hires start feeling  part of your team or department, the sooner they will start contributing at full capacity.  

An onboarding program isn’t just a routine checklist; it should be a step-by-step program that makes the new employee, as well as the manager, confident they made the right choice and confident they can succeed in their new job. It’s a way to avoid buyer’s remorse.

Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save you the manager from a prolonged investment of your time and money into the wrong person.  It’s also a win-win for everyone.

Course Outline:

Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are: 

• 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.

• Review a toolbox of six best practices, with real-world examples, for implementing an onboarding program in your organization.  

• Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager. 

• Learn why managers are the key and how they contribute to the success of your onboarding programs .

• Make sure you know the 5 key questions new employee have that need to be answered quickly to avoid disengagement. 

What You Get:

• Training Materials

• Live Q&A Session with our Expert

• Participation Certificate  

• Access to Signup Community (Optional)

• Reward Points

Who Will Benefit:

• Human Resource Managers / Directors/Administrators

• Chief Learning Officer, Chief Operations Officer

• Staff /Line/ Project Managers 

• Supervisors /Team Leaders

• Business Owners, CEO’s, Executive Management