GuidetoSuccessfullyOnboardingNewEmployees

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CatherineMercerBingManagingDirector,ITAPAmericas,Inc.

CanWe….?

•  Encouragecandidatestoseekusoutasacompanytheywanttoworkfor?

•  Bewelcomingtothemevenbeforetheyareformalcandidates?

•  Getnewhiresstartedoffwellbymakingthemfeelwelcomeandpartoftheorganiza0on?

•  ShortentheBmetointegraBonbyfocusingonthenewhireandtheirneeds?

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Philosophy

•  Onboardingstartswiththecompany’sbrandrecogni0on,reputa0onandimage

•  Onboardinglastsforatleast6months(oPenupto1year)

•  Thepurposeofspending0metoeffec0velyonboardnewemployeesistoreduceturnoverandmaximizeproduc0vity

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WhatHelpsAFractCandidates?

•  BrandrecogniBon.Weneedtomakewhatwedointeres0ngtooutsiders.Thismeans:– Everyoneinthecompanyshouldbeabletodescribesuccinctlywhatthecompanydoestoanyonewhoasks

– AllpublicmaterialsneedtobeaWrac0veandinteres0ng

– Weneedtotalkaboutourworkinposi0veterms

– Ouradsneedtobepostedonrelevantsocialmediasitesandposi0ontheworkasimportantaswellasinteres0ng

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•  Wecarefullyplanhowwecommunicatewithcandidateswellbeforetheymeetus

•  Wemakecandidatesfeelwelcomedwhenthecometoourloca0ons

•  Wecarefullyconsiderhowwecommunicatetheofferandwhathappensthefirstday

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ToAFractCandidates...

Onboarding:WhatCountsBeforeDay1

•  Reputa0onofthecompany•  Contentandapproachofpre-screening•  Invita0ontointerview/scheduling/loca0onorvenue•  Interac0onbetweenthecandidateandtheinterviewers•  Marke0ngmaterialsgiventothecandidates•  Follow-uptotheinterview(+and-)•  OfferleWer(HR)•  AcceptancewelcomeleWerfromhiringmanagerwith:

–  pre-reading(op0onal)–  0mesandloca0onsforday1–  expecta0onsforday1(dresscode,etc.)

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AdministraBonandPreparaBon:Managerpre-Day1

•  Allocatespace(officeorcube)•  Arrangeforallfurnitureandequipmenttobedeliveredto“space”andfunc0onalareainadvance

•  Orderbusinesscards(withthenewtelephonenumberofthenewlyhired)

•  Setupawelcomesignsowhentheyarrivethereisevidencethattheyareexpectedandwelcome

•  No0fysecurityandarrangeforatleastatemporarysecuritybadge/someonetogreetthem

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Security,HR,Manager,Others–Day1•  HRandSecurityOrienta0on(formstobecompleted)•  Mee0ngwiththemanagerfor30minutes

–  Includeinforma0onaboutthebusinessfunc0on–  Providereadingmaterialsoncompanyandfunc0on(e.g.annualreport,

strategypresenta0ons,orgcharts,etc.).•  TourofthefuncBonprovidedbysomeoneatthenewhire’sjoblevelor

above•  IntroducBontoallmembersofthatfuncBon’sstaff•  Provideatelephonelistforfunc0onandloca0ons.•  Provideamapofthefacilityandsurroundingvenues(laundry,placesto

eat,banks,etc.)•  Severalstaffmemberstakenewhiretolunch•  Providesomeequipment/procedurestraining(howtosetupthe

telephonemessagesystems,standardsofthedepartment–suchasmemotemplates,howtono0fysecurityifyouhaveavisitor,etc.)

•  Providelistof“whodoIaskabout…”withloca0onsandnumbers

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ManagerandVariousOthers:Week1

•  EachdaysomeoneshouldbeassignedtohavelunchwiththenewemployeeanddiscusshisorherownresponsibiliBesandhowitmightrelatetothenewemployee’swork.

•  ManagerneedstospendaddiBonalhouraPerday1reviewingwithnewhires:–  departmentalexpectaBons–  keyinternalclients–  generalexpectaBonsofmanagementandspecificexpectaBonsfromthenewhires(reviewnewhires’jobdescrip0onifitexists)

•  Assignoraskforavolunteerpeermentorfromanotherdepartmenttobethenewhire’s“goto”personforques0onsaboutthecompany,itspeople,businessunits,unwriWenrules,etc.

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Manager,HR&VariousOthers:Month1

•  Earlyinmonth1,managerdefinesgoalsanddevelopmentexpectaBonsforfirstthreemonths.

•  SchedulenewhireforcompanyorientaBonprogramduringthis0me.•  Scheduleemployeefor1otherdevelopmentopportunity(couldbe

lunchwithaseniormanagerorfunc0onleader).•  Peermentorcallsnewhireonceperweekfor15minute(minimum)

conversa0onaboutwhatthenewhireisdoing,whattheyhavelearnedandwhatques0onstheyneedanswered.

•  Managermeetswithnewhireonceperweekduringthefirstmonthfor30minutesminimumandhasaconversa0onaboutwhatthenewhireisdoing,whattheyhavelearnedandwhatques0onstheyneedanswered.–  Managercoverschangesinpriori0esanddirec0ons,newinforma0onsince

Day1.–  Getstoknowmoreaboutthenewhirepersonally(hobbies,travelexperience,

etc.).

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ManagerandVariousOthers:First3months

•  NewHiremeetswithmanageronceperweekinmonth1andoncepermonthinmonths2and3.

•  Peermentordropsbacktomonthlycontact.•  Departmentmembersperiodicallyinvitethenewhiretojointhematlunchandotherac0vi0es(includingplayfulac0vi0es)thatthecompanymightsponsor.

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ManagerandMentor:Second3months

•  NewHiremeetswithmanageroncepermonth.

•  Newhireassignedaspeermentortoanothernewhire.

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•  NewHiremeetswithmanagertoreviewofachievementsagainstexpecta0onstodate

•  Newhireaskedtodefinegoalsfornext6monthsandpresentordiscussthemwithmanager

•  Developmentplanestablishedfornext6months

ManagerandNewHire-A^er6months

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Summary

•  Thecostofbringingsomeonenewintoanorganiza0onhasbothdirectandindirectcosts.– Recruitmentcosts– Lossofproduc0vity

•  Togetthebestreturnonthisinvestment,weneedtohirecandidateswhocancansucceedandstay.

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ForMoreInformaBonAbout…

•  Assimila0ngNewLeaders•  ITAP’sAlliance(GlobalConsul0ngGroup)Capability•  ITAP’sInstruments

–  CultureintheWorkplaceQues0onnaire™(CWQ)–  TeamQues0onnairesmeasuringHumanProcessInterac0ons

•  GlobalTeamProcessQues0onnaire™(GTPQ)•  Organiza0onalTeamProcessQues0onnaire™(OTPQ)•  Ac0onLearningTeamProcessQues0onnaire™(ALTPQ)

•  Other–  CharacteroramaAc0vi0esà–  Learn1ThingPortal–  TalentPoten0alAnalysis–  CybeHRApp

Contact ITAP at 1.215.860.5640

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16

Building a Culture of Safety:

How cultural values impact attitudes about risk

and safety and what you need to consider to

ensure safety in your workplace.

1

© 2013 ITAP International, Inc. All Rights Reserved.

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• TheCultureintheWorkplaceQues0onnaire™(CWQ)

ForIndividualsandTeams:

• GlobalTeamProcessQues0onnaire™(GTPQ)• Organiza0onalTeamProcessQues0onnaire™(OTPQ)• Ac0onLearningTeamProcessQues0onnaire™(ALTPQ)

ForTeams:

• E-StrategyMapper• TPQSeriesofTools• CybeHRtools

ForOrganizaBons:

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ITAPToolsList…

ImproveYourTeam’sPerformance

•  Ordering a team assessment: q  Call ITAP to set up questions: 1.215.860.5640 q  Each team member will receive a link to the Team

Process Questionnaire™ (TPQ) q  The TPQ takes 20 minutes to complete q  The cost is $500 / team

Inquire about licensing the TPQ and becoming

certified in using this or other ITAP tools.

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Toordercopiesofmybook…

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Learn more about team success in Many Cultures, One Team by Catherine Mercer Bing (2015) Enter promo code OneTeam to receive 20% off from Technics Publications website, http://www.TechnicsPub.com

Catherine Mercer Bing Managing Director ITAP Americas, Inc. ITAP International, Inc. 353 Nassau Street, 1st floor Princeton, NJ 08540 USA (W) 1.215.860.5640 http://www.itapintl.com

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