Way To Success: Strategic Onboarding
Recruitment of employees who will be in the different departments, locations and will have different competencies can be a challenging issue for every cooperation.
It is important for the firm to provide their workers a proactive workplace and to see their workers’s contributions to them. According to Aberdeen Group, more than 20% of turnovers occur in the first 20 days of the employment. So that, if strategic onboarding programs applied in an effective way, this rate will decrease in a great amount.
Not only applying the program but also the success degree of it is also significant.
If you want to design an onboarding program which satisfies the needs of all employees, you need to consider some important factors:
· Long-term strategies rather than short term reactions
· Scalability of terms
· Customizing the onboarding program
What is Strategic Onboarding?
Strategic onboarding does not means to introduce the firm’s vision and mission to the new employee. In order to increase rate of worker stability, a firm needs to provide conditions in which employees can be productive, engaged and energetic.
According to Mark Stein strategic onboarding is a tool which allows employees to learn in a given time period and apply them.
There are two types of strategic onboarding programs
Buddy Programs — it mostly used for the periodical employees or the newly hired ones. “Buddy” helps to orientate the first period of employees in the firm. Mainly it ensures firm that employees are happy with their job and they do not have any adaptation problems. So this strategy mostly used to adapt the employee to the organization culture.
Extended Onboarding — In this strategy firms try to reinforce the knowledge of employees and help them to apply the theoretical knowledge. Such type of program increases the productivity of employees over time, which also has a positive effect to the worker stability rates.
Scalability is also another significant factor in successful onboarding programs, since it provides time for program managers, effectively onboarding the employees to different departments and locations and lastly, to design a reliable process through organization.
However designing the appropriate onboarding program is not that simple since the firm needs to combine the scalability with the customized one.
There are several steps for it :
First of all, creating a framework, which can be applicable to all organization, can be a good starting point.
Second step is the consideration of the overlap content and the ways to improve it .
After each location, the departments and seniority issues are the core process. Counting the requirements of each department and goals of it will make the work easier.
And lastly, each job assignment should be personalised.
Once this system is established it will be work as a machine when each employee is trained.