Because onboarding is the first step to creating a lasting and positive employee experience it should be a top organizational priority. It represents an opportunity for cross-functional integration and employee-business alignment - but often it is neglected and relegated to harried administrative personnel who are ill-equipped to make the necessary connections between employee expectations and organizational realities. Find out how to buck this trend in an insightful podcast interview with HCI frequent contributor Amy Hirsh Robinson.
Click here to view the webcast with Amy Hirsh Robinson
I recently spoke to an audience of human capital professionals about my successes in developing new hire onboarding programs. After my presentation, one attendee asked me what innovative onboarding strategies and tactics I was using to impress new employees and stand out in the talent market. He didn’t like my response.
Something about the onboarding process is broken. The preferred tenure of new hires is 2-3 years, but almost 50% of Millennials plan to look for a new job this year. 28% report quitting because they didn't feel connected to the organization. Why are employers spending more and more to find the right candidate, only to drop the ball when they finally hire one?
In this 6 minute interview with Marie-Claire Barker Global Chief Talent Officer at MEC Global, we ask her: