7 Valuable Onboarding Messages That Will Help New Hires

Posted by Cathy Reilly on May 31, 2018 8:00:00 AM

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As new hires go through your onboarding process, they learn about how the organization is structured, become familiar with their new team and are tasked with early goals to launch their development.

While we may be progressing in our onboarding processes, are we equally progressing in what we communicate to new hires? Essentially, employees want to know they are seen as individuals, they matter and will be well supported to grow - things found beyond a paycheck.  

Here are 7 valuable onboarding messages for new hires that help support the things employees seek from their new work experience.

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Topics: Onboarding, Recruiting & Hiring, Management, Human Resources, Training

How to Apply the 20/50/30 Rule to Onboarding

Posted by Cathy Reilly on May 8, 2018 9:00:00 AM

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Over the last five years, I’ve seen onboarding take a dramatic turn by employers. Many more have come to realize the importance of an effective new hire onboarding process and the high cost when it’s lacking. But, despite how onboarding is evolving, the statistics tell us that:

  • 20% of new hires leave within the first 45 days of employment (source)

  • 50% of new hires working hourly, leave their jobs in the first 120 days (source)

  • 90% of new hires are deciding during their first six months of employment whether they’ll stay or leave. (source)

So what is happening that new hires are not staying in jobs at higher rates? What is still not working, even though we have innovative recruiting and pre-screening methods, disruptive technology, improved testing, more advanced interview processes and collaborative decision-making to hire right?

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Topics: Onboarding, Employee Engagement, Management, Human Resources, Corporate Culture, Employee Experience

Why You Need To Shrink Your HR Processes Over Time

Posted by Cathy Reilly on Apr 24, 2018 9:00:00 AM

 04.24.18 Why You Need to Shrink iStock-669853862

 

  Work processes should be designed with a disclaimer:

Caution: This process is meant to shrink over time.
It will become outdated due to changing technologies,
evolving labor laws and innovative thinking inside our organization.

Most of the processes in human resources require numerous steps, have built-in time delays, are confusing, hard to teach to others or just don’t make sense any more. The list goes on and on. Many procedures have outlived their usefulness. Do things really need to be so complicated? How are these inflated processes hurting the overall value and perception of human resources in an organization? Imagine what simpler procedures can do for a company’s performance and profits?

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Topics: Onboarding, Employee Engagement, Management, Human Resources, Corporate Culture, Employee Experience

This Is Absolutely Part Of A Company's Culture

Posted by Cathy Reilly on Apr 3, 2018 9:00:00 AM

 

 04.03.18 Every Job Candidate Deserves Respectful Closure iStock-178148242

A friend of mine has been in a job search for a while now. She is a seasoned corporate relocation specialist. We met up for coffee recently and she told me about a trip she took from California to Philadelphia (on her dime) for a very promising job interview. She left the interview with the impression it went very well, headed back to the west coast and awaited further word.

I have another friend who is in an HR job search in Manhattan for several months now. She has
gone on numerous interviews, all of which seemed to go positively. So far, nothing concrete has materialized, but she is remaining optimistic.

Unfortunately, for my friends, after days and weeks of waiting for a response, job offers have not been extended. But, what is most striking is that despite both sending Thank You letters and follow up inquiries as to their status as viable candidates, neither were provided any type of response. Not a word. And, it’s this last piece of the job interview process that really stings for both of them.

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Topics: Onboarding, Recruiting & Hiring, Management, Human Resources, Staffing Services

5 Things Every Temp Should Know About Your Company

Posted by Cathy Reilly on Mar 27, 2018 9:00:00 AM

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Temporary employees are unrealized assets when placed for the first time inside a company. While it’s worthwhile to have a temp fill a talent gap that exists, temps do bring something else with them upon their initial arrival, and that is a knowledge gap. There is simply no way around having to educate temps to get them up and running into productivity and familiarized into the culture at your company.

Since training temps can happen in a snapshot fashion over what permanent employees experience, carefully consider timeliness mixed with high impact. Create training for temps new to your company, that helps them gain perspective and a sense of purpose in the unfamiliar waters they are about to navigate. Provide temps with some basic wisdoms and a dose of rationale, which can be very powerful building blocks for better performance.

Here are 5 things every temp should know about your company when they start:

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Topics: Onboarding, Human Resources, Training, Employee Experience, Temporary Employees, Staffing Services

How Do You Know you’re Positively Impressing your New Hires?

Posted by Cathy Reilly on Jul 13, 2016 2:10:14 PM

iStock_first_impression_w.hands_clapping_325x325.jpgOur last blog post looked at the importance of first impressions. A series of favorable first impressions creates staying power and paves the way to loyalty. Remember that intuitions come first, strategic reasoning second. If they like it (intuition) they will find reasons to stay. This is why creating the right kind of first impressions for your new hires is so important and why you want to ensure you are doing so.  You want to give your newbies every reason to brag instead of complain about the company. 

Examining things like what the boss’s behavior looks like, the culture of the company, the path for employee development and how employees are shown appreciation are all key impression makers. What are your communications and processes saying to new hires in these areas and will it help them become productive and feel highly valued?

The best way to find out is to ask them. Post-hire surveys should be a standard part of your onboarding process. Check in with new hires early on following their orientation, and at proper intervals during their first year. Make sure you are getting their feedback and their opinions. By your asking alone, you show them that your company cares about its employees, and just as important, treats them as individuals. Their feedback helps your company learn and take corrective action if needed. Too often new hires, who are becoming dissatisfied early on, start looking to leave. This is extremely costly to a company, and negatively impacts employee morale and the company’s reputation.

If your new hires are asked, “What’s it like to work here?” these may be some of the things you might want them to say.

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Topics: Onboarding

WHY EVERY FIRST IMPRESSION IS SO IMPORTANT

Posted by Cathy Reilly on Jun 29, 2016 12:00:00 AM

6.29.16_iStock_first_impression_w.multiple_hands_325X325.jpg  On a cold March day in 2004, Michael Gill             walked into a Starbucks on the Upper East           Side of Manhattan. Gill was the  son of a New       Yorker staff writer, a Yale graduate, and               former creative director at J Walter Thompson,     but his life had recently unraveled. He was a         divorced, unemployed, 63-year-old father of         five. A young woman in a Starbucks uniform         seated at the next table smiled at him and             asked, “Would you like a job?”

  “She seemed so secure and confident,” Gill         remembers. Without thinking he said, “Yes.”         Several years later Gill wrote his bestselling         memoir, “How Starbucks Saved My Life.”

  Gill made an impulse decision borne out of           desperation, but he would not have stuck it out   to become a “Starbucks Coffee Master” if             Crystal (the young woman who offered him the job) had not made an immediate impression on him. Respect and dignity were a part of the Starbucks creed. Crystal tolerated no cursing or street talk.  “Partners” (what Starbucks calls its workers) were never told to do things; they were asked—politely. “I could be sincere at Starbucks,” Mr. Gill writes, “because I was finally in a work environment that valued those precious moments of truly human interaction.” 

Michael Gills exceptional story underscores a fundamental reality. The first encounter between employer and employee is critical, and first impressions can make all the difference. We respond intuitively and emotionally before we assess rationally. We make our first judgments rapidly, and we are bad at seeking out evidence that might disconfirm those initial judgments. First impressions stick, and it’s hard to get them unstuck.

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Topics: Onboarding

4 Simple Updates You Need To Make To Employee Training

Posted by Cathy Reilly on Jun 1, 2016 10:04:07 AM

PixabayBe honest: when’s the last time you reviewed your employee training program? Is all the material up-to-date and presented via the latest technology? Or are your employees still thumbing through dusty training manuals from the last century?

Every change in your industry, each new technological advance, and every time there’s a change to your company policy, it affects the quality of your training. Unless you’re diligent about reevaluating and adjusting your program and material, it can quickly become outdated or irrelevant to employees. And that holds them back.

To give your employees the training they need and deserve you need to take the time to look at what skills you’re teaching and how. You might be surprised how much of your training program needs to be reworked or completely thrown out.

Here are four ways to review and spruce up your employee training program to make it more effective:

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Topics: Onboarding

How To Use The Force To Improve Your Onboarding

Posted by Cathy Reilly on May 4, 2016 8:30:00 AM

yoda-667955_640.jpgToday is Star Wars Day. May the Fourth be with you (get it?). While there’s a lot to love about Star Wars, it’s clear that there was no formal onboarding in that galaxy far, far away.

Before you say that there’s no need for onboarding when you’ve got The Force, think about this: maybe if the Jedis had a more consistent way to give new hires feedback besides “do or do not,” Anakin would’ve never gone to the Dark Side.

Here are four onboarding lessons you can learn from Star Wars and bring balance to the force in your organization:

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Topics: Onboarding

What You Need to Know to Make a More Human Workplace

Posted by Cathy Reilly on Apr 20, 2016 8:30:00 AM

iStockTake a moment to think about your workforce. What do they look like? What are their names? What do they like to do on their weekends? Unless your employees are all robots, you should know the answers to these questions.

Yet it seems like organizations are forgetting that they have actual human beings who work for them. And it’s having dramatic implications for the workplace and employee satisfaction.

A survey by Globoforce found that of the employees whose leaders don’t care about making the workplace more human, just 43 percent love their job and only 32 percent are highly engaged. In comparison, of the employees whose leaders do care about the human side of the office, 89 percent love their job and 51 percent are highly engaged.

If you want to bring some more humanity to your workforce, try these three steps:

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Topics: Onboarding, Recruiting & Hiring, Employee Engagement

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