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Posted May 26, 2016 by

5 common onboarding mistakes employers make

Businesswoman dissatisfied with subordinate's behavior photo by StockUnlimited.com

Photo by StockUnlimited.com

The onboarding process should be a positive and productive experience for new employees. Employers who succeed during this process benefit in the short-term and long-term with satisfied employees who can help achieve company goals. However, if onboarding is done incorrectly, new hires won’t likely be effective for companies. Wesley Higbee, President of Full City Tech Co., shares five common onboarding mistakes made by employers.

1. Treating everybody the same. It’s important to have a process or checklist. Just don’t try to standardize it. Tailor what you do to the candidates you’re hiring. If new hires have accolades in sales, don’t put them through a sales training program.

2. Waiting periods for benefits. There’s nothing to gain by withholding vacation days, health care, etc. Waiting periods connote cheapskate and/or creates mistrust. If you don’t trust new employees enough to give them benefits on day one, why are you hiring them?

3. Not training new employees. Just throwing them to the wolves and of course, firing them when they don’t perform up to your expectations. The same expectations you never made clear.

4. Not including new hires in the process of assessing what they want/need to learn. Force feeding training and then throwing employees to the wolves.

5. Not learning from new hires. Assuming learning is a one-way road. There are plenty of candidates you might hire that have more to teach you, than you have to teach them.”

Looking for help with your onboarding process? Check out our blog and follow us on LinkedIn, YouTube, Twitter, and Facebook.

Wesley Higbee, President of Full City Tech Co.

Wesley Higbee, President of Full City Tech Co.

Wes Higbee helps organizations make the leap from today to tomorrow. Wes’s career has been a journey. He started out in software development helping organizations tackle business opportunities. In working closely with customers as a consultant, he realized there are many needs beyond the software itself that nobody was taking care of. Those are the needs he addresses today, whether or not technology is involved.

Along the journey, Wes has had a passion for sharing knowledge. He’s been a speaker at countless local groups, community organizations, webinars, and conferences. He speaks professionally to help organizations improve.

Posted May 18, 2016 by

5 onboarding tips to make the first day a success for new hires

Photo by StockUnlimited.com

Photo by StockUnlimited.com

The first day on the job is always nerve-wracking, especially for the recent college graduate starting their first job, or the entry-level employee taking that next step in their career. That’s why it’s important for employers to create an onboarding program to acclimate new hires and make them feel welcome from day one.

“Sometimes the simplest things get overlooked and the smallest things make a huge impression,” says Julie Desmond, a talent acquisition specialist with Tennant Company, a manufacturer of indoor and outdoor environmental cleaning solutions with over 3,000 employees worldwide.

Here are five onboarding tips to make the first day a success for new hires:

1. New hires must know exactly what to bring
According to a 2009 study by the Aberdeen Group of senior executives and HR staffing and recruiting personnel, 83 percent of the highest performing organizations began onboarding prior to the new hire’s first day on the job. Do this by sending the new employee a checklist of things to bring for that that first day: Driver’s license or form of identification, social security card, and names and numbers of emergency contacts, are a good start. Let them know they will be completing paperwork such as a W-4 or I-9, benefits and payroll forms.

“I’ve been in onboarding sessions where this information wasn’t conveyed in advance,” says Desmond. “As a result, it took longer than necessary to get through this step. We know this is a high-hassle moment for new employees. Making it easy is very, very simple.”

2. New hires must know exactly where to go
We’re not talking directions to the office. And it’s not enough to simply tell new hires what time to arrive that first day on the job. There should be a clear onboarding plan in place, says Desmond. Tell them “when you arrive, ask for Jane Smith. Jane will meet you there and bring you to a conference room where you will complete your new hire paperwork.”

This gives them a point person to reach out to versus showing up and sheepishly asking the front desk staff who to ask for and where to go.

“When people know what to expect, they are more comfortable, better able to learn and process information, and from day one they understand that, here, we communicate clearly and don’t waste time guessing at what’s going to happen next,” says Desmond.

3. Don’t assume the employer knows what you know
The worst part about a new job is just that – it’s new and there are unknowns. That’s why an established person within the company needs to make sure the new hire knows the company dress code, where the bathrooms are, how to ask for days off, and where they can get coffee or a bite to eat. “Everyone forgets these things, because insiders already know,” says Desmond.

4. Have the new hires’ technology in place
This person has been planning for their first day on the job for the past two weeks. So, why is it that new hires always spend part of the first day on the phone with IT?

“Good talent is hard to come by,” says Desmond. “When our new hire heads home at the end of the day, do we want him or her to tweet, “first day on the job, got a cool new laptop and got started on a cool new project already.” Or do we want them to say, “Not sure about the new gig. Spent all day with Freddie from the IT Help desk.”

5. Make the first day special
The little things count, says Bob LaBombard, CEO of GradStaff, a company that serves as a career matchmaker for recent college graduates and companies that are looking to fill entry-level jobs. Make sure the new hire’s work station is ready, announce the new hire company-wide via email (with picture, if possible), describe their background and role and have top executives or department leaders personally introduce themselves to the new hire. “Make sure the new hire knows their presence is important,” says LaBombard. After paperwork is complete, the new hire should meet with their manager, and new team members. If possible, take the new employee out to lunch to get to know them better.

This may just be another day for HR, a manager and other company employees, but for new hires, especially recent college grads, this is arguably the biggest day of their professional career to this point.

It’s important to them – and should also be to employers.

“Day one matters more than ever for new recruits,” says Desmond.

For more onboarding tips, check out our blog and follow us on LinkedIn, Twitter, Facebook, and don’t forget to subscribe to our YouTube channel.

Julie Desmond, a Talent Acquisition specialist with Tennant Company

Julie Desmond, a Talent Acquisition Specialist with Tennant Company.

 

Julie Desmond is a Talent Acquisition specialist with Tennant Company, a manufacturer of indoor and outdoor environmental cleaning solutions with over 3,000 employees worldwide. Tennant Company is committed to providing a rewarding work environment where employees have opportunities to contribute their unique talents and skills to building an even stronger Tennant.

 

 

Bob Labombard

Bob Labombard, CEO of Gradstaff, Inc.

Bob LaBombard has more than 30 years of business experience in the chemical, environmental, professional services and staffing industries, including 18 years of staffing industry experience as CEO of GradStaff, Inc., and founder and CEO of EnviroStaff, Inc. He is a leader in helping client companies develop comprehensive strategies to fill both short- and long-term staffing requirements.

 

Posted May 03, 2016 by

5 onboarding tips for recent grads

So you just landed your first entry-level job and are graduating from college soon. Congratulations! You’re completing two major milestones simultaneously. After you celebrate, settle in, watch this short video hosted by Content Manager, Bethany Wallace, and read this brief article before showing up for your first day of work.

What is “onboarding?” Why should you care about it? And how should you prepare for it?

According to The Society for Human Resource Management (SHRM), onboarding is “the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.” Thankfully, most companies no longer have a sink-or-swim mentality regarding new employees. They have recognized the costs associated with recruiting, hiring, and training new employees, and they want to retain top candidates. In order to do so, they attempt to help new hires transition into the workplace as quickly and as smoothly as possible.

That’s the good news for you as a new employee.

That doesn’t mean you don’t have a part to play in the onboarding process, though. Here are five quick tips to ease the transition from recent grad to entry-level employee.


If the video is not playing or displaying properly click here.

1. Onboarding is a two-way street.

When you’re a new entry-level employee, you’ll have a reasonable amount of jitters on your first day of work (and beyond). You’ll feel concerned about what to wear, who to talk to, and how to behave during meetings. This is totally normal.

But if it eases your mind, just remember that onboarding—the process of acclimation—is a two-way street. Your employer is just as concerned about making a great first impression on YOU as you are about making a great first impression on her. Does your new employer treat you well on your first day? Did your new coworkers greet you or ignore you? Did your supervisor have materials and office supplies waiting for you, or did you have to wait for three days for a computer to be set up? These might seem like minor details, but they’re really not. Pay attention to the way you’re treated.

There are many common onboarding mistakes employers make that reflect negatively on the employer and affect their ability to retain great employees (like you!). The way your employer (not just your supervisor, but everyone in the company) treats you speaks volumes about the corporate culture and work environment. This helps you make your decision about whether this company is a good long-term fit for you as an employee.

2. Don’t glaze over during orientation.

Even though orientation at many companies can seem a little dry (okay, ahem, boring), the information covered can actually be important. While the information covered may not be presented in the most entertaining manner, it’s probably information you need to either perform your job well or to function well in the workplace. Either way, attempt to pay attention rather than zone out by playing with apps on your phone. Not only will you appear to be a more engaged employee to your new employer, but you’ll also retain more of the content covered (which might come in handy later when you’re expected to remember it).

3. Stick around during breaks/lunch.

It’s easy to give into the temptation to skip out during breaks or during lunch and dinner invitations, which are totally optional, but that’s when you have the opportunity to truly network with your coworkers and supervisors. Not only will you build genuine working relationships with others, but you’ll also learn more about company culture by attending these “off the record” events. You’ll see people’s true colors and be more likely to enjoy the next day’s “on the record” events if you connect well with your coworkers over dinner the night before.

4. Ask questions.

If you’re sitting through a training session or orientation workshop and feel confused or have a question, speak up! Don’t be afraid to ask questions. Many new hires often feel too intimidated to ask questions and wind up struggling in the workplace for weeks, or even months, as a result.

If you’re too intimidated to speak up during a large meeting, take notes and ask your supervisor questions later.

5. Get a mentor (or two).

Many companies now provide new employees, particularly recent college graduates, with official mentors. However, you may want to consider seeking out your own mentors. It’s never a bad idea to find one mentor in your company (someone with at least a few years of experience) and another mentor in your “dream” career field. This person might wind up being your career mentor for life, so select someone you truly admire and whose career path you may want to emulate. A career mentor can provide guidance from time to time and advice when times are tough in your career journey. It helps to hear an objective voice and encouraging word from someone you admire.

You’ve already done the tough part of landing a great entry-level job; just continue preparing yourself for those first few months of work as you transition into a brand new employee. You’re going to do a fabulous job.

For more onboarding tips, read our blog and connect with us on LinkedIn, Twitter, Facebook, and YouTube.