Learn strategies for crafting an excellent candidate experience and an outstanding onboarding experience that will keep your new hires engaged from the beginning of their career with you.
We all know finding great talent is a challenge for many reasons, and the dilemma with identifying them is you never know who they are or where they may be located. Further, the positive impressions generated externally by giving insight into the company’s culture can be tremendous. Having an overarching recruitment strategy that stays "on" is key to allowing talent to gravitate to you, but there is also something you can do to reverse-engineer the process.
Onboarding and offboarding practices have become more important as employers need workers to ramp up quickly and organizations must tap into their employees’ network, knowledge, skills, and experience after they leave so it is not ...Read more
How do you preserve the characteristics that make your organization great in the face of drastic, continuous change? How do you sustain engagement and cultural continuity when you’re hiring masses of new talent every year? In this HCI ...Read more
90% of employees decide whether they want to stay at a company within the first six months of employment and as much as 20% of employee turnover happens within the first 45 days of employment, according to the Aberdeen Group. Onboarding of new hires is an essential aspect of employee engagement and retention, yet these programs are often lacking a clear strategy for implementation and measurement.
Onboarding is important, companies know it's important, but many of us are still failing to implement strong and consistent programs. Join the conversation for a deep dive on onboarding challenges and overwhelming successes.
An effective New Employee Orientation (NEO) ensures the engagement, retention and acculturation of new employees. It also serves as a crucial lever to attaining cultural transformation in an organization. If your company has embarked on a culture change or recognizes that the culture (and consequently, the behaviors and attitudes of employees) must change to drive better business results, it is best to focus on employees at the beginning of their tenure, when they are most impressionable. It is during these first days, weeks and months with a new employer that employees decide whether they will be champions of change within the company, become disgruntled and leave, or stay and become toxic by upholding the “old” culture.
Companies make a big mistake when cramming hours of mind-numbing employment information into their new employee orientation. There's a better way forward for new hires to be educated on corporate history and culture and help them establish bonds with their peers and others in the organization.
These tips can help you recruit new hires with confidence.
Join sales management consultant Lee Salz make the case for change in sales process. Because as he puts it, when sales professionals are sent through a more strategic sales onboarding program the results translate into direct ROI for the firm. ...Read more