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Onboarding is a crucial exercise for HR

Onboarding is far from being a handshaking, introductory session in which pleasantries are exchanged. Introduction and paperwork are a very small part of onboarding. Onboarding goes beyond this. It is the process in which the new hires are acclimatized to the new organization, its people, its environment and its culture, apart of course, from its business.

Why is onboarding critical?

Onboarding is extremely important because this is the act that actually connects the new talent to the organization. This is all the more so when the onboarding program is for important positions such as leaders. Leaders and even executives are hired to bring something new to the organization. They are not the usual hires. They are expected to put their talents to use to help the organization take the growth path.

Immediately after recruitment, there is some initial excitement for the new hires. This is the same feeling that one gets whenever something new is tried. It tends to wear out over time. Alas, this feeling is stronger in the case of a new job. If the onboarding is not properly done, new hires start feeling a sense of déjà vu and are likely to lose their motivation in the new organization quickly.

Consider the following points to understand why onboarding is very important in retaining new hires:

  • A third of new hires look for new jobs in the first six months of having joined new companies;
  • A third of newly hired employees in the executive cadre fail to meet their targets in the first two years of joining a new organization;
  • At the current high rate of turnover –anywhere between a seventh and a tenth –companies are likely to lose about two thirds of their new talent ever four years.

A webinar from TrainHR, a leading provider of professional trainings for the HR industry, will offer thorough insights into the onboarding exercise. At this webinar, Marcia Zidle, who is CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas; will be the speaker.

To fully understand the ways in which to carry out a proper onboarding process that serves its purpose of helping the organization retain leadership talent, enroll for this webinar by registering at http://www.trainhr.com/control/w_product/~product_id=701601?safetyc... .

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

The emotional connector

Onboarding is that act in which an emotional connection develops between the organization and the new hires.  This is the period in which the new leaders are exposed to the many cultures –micro cultures if you like –that make up the organization. Many organizations have many unwritten rules and ways of work.

The dynamics of the workplace are usually unique to each organization. Different organizations doing the same business could approach their business through different ways. This is the essence of the uniqueness of each organization’s culture. Onboarding is that important process by which all these are aligned to the thinking of the newly hired leader.

Helping to retain talent

The criticality of proper onboarding is best spelt out in a study by Aberdeen Group, which estimates that organizations that carry out onboarding properly are a third more likely to retain leadership talent. The most important use of proper onboarding is that it prevents organizations from spending all its precious resources on the wrong person.

At this webinar, Marcia will show how organizations’ HR can take the right steps and decisions regarding onboarding, which will go a long way in helping the organization retain its leadership talent and help it achieve its onboarding strategy. She will cover the following areas at this session:

  • Learn six mistakes to avoid in your new hire onboarding process
  • Review best practices in executive onboarding accelerating executive success
  • Understand three onboarding approaches to integrate the new hire into their job and organization
  • Review an onboarding 90 day timeline with key tasks and tools to measure goals and milestones
  • Identify the top derailers for the critical stakeholders the manager, the new leader, human resources
  • Learn from focus groups what new leaders consider the top onboarding issues and ways to ensure success.

 

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