Recruiting Talent is a key business priority and cost, yet studies show that 1/3 staff quit within 6 months. All too often this is down to poor Onboarding.

Organisations and companies can improve hire retention and decrease early resignations if they start to raise their game when Onboarding staff, yet it seems there is more than one way of doing this and old school Induction processes just don’t cut it any more.

This episode: onboarding – the missing link

In this episode of The HR Uprising Podcast your host; Lucinda Carney shines a light on where you should start with Onboarding. She asks the fundamental questions like: What’s the value of Onboarding? How long must we allow for the process? What are the different types of Onboarding?

There’s much more that you’ll discover when you tune in. We should ensure that the managers are skilled to onboard people effectively. It’s an important process that could deliver tangible cost benefit to your business.

Remember – When we look up together we rise up together!

Key Takeaways

  • According to studies, one-third of the workforce are choosing to leave their companies in the first six months. This is a bad sign especially that employers invest so much money, time, and energy in recruitment, employment, training, etc.
  • Onboarding – the period of time from when an interesting candidate has accepted your offer and is performing and engaged with the organisation
  • Operational 0nboarding – Tools are needed by new team players to do their job.
  • Knowledge Onboarding – How should you do it? Knowledge is more digestible for them if you do it in small chunks over a period of time.
  • Social Onboarding – Make them feel included.
  • Performance Induction – Set goals for individuals to achieve. It’s easier to evaluate their performance and give them feedback.
  • Talent Onboarding – Managers should know your skills, talents and expertise, so they’ll know how you can help each other improve.
  • Cross-boarding – people are moving from one business to another.

Best Moments

  • “We should be using performance management systems from Day 1 – setting people’s goals and milestones, and giving them feedback about them.”
  • “The world is divided into a third who join in with social media, a third of people who lurk, and third who avoid it altogether.”
  • “In different sectors or business units, very often, their whole culture is entirely different. So, even someone moving departments may need a type of internal Onboarding– even a different management style – makes a big difference in how they feel and how quickly they become effective.”

Valuable Resources

About The Host

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“When we look up we rise up”

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