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Onboarding? Looking for "best practices"..
Recruiting & Staffing
Onboarding? Looking for "best practices"..
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I am currently working on a project to improve our onboarding process. Can anyone provide information on what your company does that is successful (or not)? Or have you had any great "onboarding" expe
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Forums » Topic Forums » Recruiting & Staffing » Onboarding? Looking for "best practices"..
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Onboarding? Looking for "best practices"..
posted at 12/13/2007 2:33 AM EST
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Posts: 32
First: 6/10/2004 Last: 8/12/2011 |
The human capital institute has some great articles and webinars on onboarding.
We are small firm of 100, so when we have new hires it's one or two every couple of months. It's too spaced out to do formal presentations and training sessions. However, we feel HR does their piece and sort of dumps them in the departments to sink or swim depending on the organization of the manager. So what we did was create quarterly training for important things like our database system, company equipment, etc so no matter when someone starts they are able to attend that session rather early on in their career. We have formal checklists for the managers to review important information with new hires during their first week. We provide each new hire with a welcome basket. And make sure the manager takes them out to lunch. We will be starting a buddy program as well. |
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Onboarding? Looking for "best practices"..
posted at 12/13/2007 3:21 AM EST
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Posts: 1
First: 12/13/2007 Last: 12/13/2007 |
I am an advisor for Onboarding at HCI, and have conducted a major overhaul at Cummins. You can contact me on the site for more information and sharing resources. I also found CLC to be a great resource for best practice. |
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Onboarding? Looking for "best practices"..
posted at 12/13/2007 5:32 AM EST
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Posts: 2
First: 8/9/2007 Last: 12/13/2007 |
Mrs Jones - I would be very interested in learning more from you with regard to successful on-boarding practices. Our company is currently undergoing major initiatives for realignment and I will be meeting with our VP of HR next Wednesday to present concepts for potential implementation of best practices for this specific process. It would be greatly appreciated if you could please contact me at your earliest convenience. Thank you!
T.Horton, Corporate Recruiter |
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Onboarding? Looking for "best practices"..
posted at 12/13/2007 5:33 AM EST
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Posts: 1
First: 12/13/2007 Last: 12/13/2007 |
In addition to our several hour orientation program, some years ago we devised a system of training and evaluating employees for their first 6 months as a part of our onboarding. We provide a packet including company information, org. chart etc. We then link them up with a mentor who assists with training them in their job and "showing them around". During the first 6 months they receive 4 reviews (30 days, 60 days, 90 days and 6 months)this formal review process provides them with their goals and expectations for each time frame and encourages them to provide feedback. This has helped us with ensuring managers are addressing key issues as well as allowing the new employee to have several formal opportunities to address anything they need to. Our mentors are given a stipend for assisting once the new hire has successfully completed 6 months. This has helped reduce turnover within the first year and make very clear to new hires what is expected of them and that we care about their success. New hires really appreciate it. |
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Onboarding? Looking for "best practices"..
posted at 12/13/2007 7:23 AM EST
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Posts: 3
First: 12/13/2007 Last: 9/7/2010 |
Many executive coaches provide onboarding services. 90 days or more working with an executive coach can provide great support to a new executive or one who has recently been promoted to a higher level position. This is a very cost-effective approach for at least two reasons: (1) you hire the expertise you need only for the time you need it (no "program" to develop) and (2) the company benefits from the fully maximized performance of the new executive with much less "ramp up" time. |
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Onboarding? Looking for "best practices"..
posted at 12/13/2007 11:17 AM EST
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Posts: 3
First: 6/14/2005 Last: 12/13/2007 |
We Just implemented a new onboarding starter kit and a site where all the info is housed . As soon as the employee accept the offer we will give them a number and all the materials could be downloaded and information is also sent to get computers etc. It is an automated process. We also with workflow technology the e offer is all filled electronic with drop down boxes etc. It is customized to all the sites. |
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Onboarding? Looking for "best practices"..
posted at 12/14/2007 2:25 AM EST
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Posts: 1
First: 12/14/2007 Last: 12/14/2007 |
By far the best literature on the subject of onboarding that I have come across is "The new leader's 100 day action plan: how to take charge , build your team and get immediate results" by George Bradt, Jayme Check and Jorge Pedraza (2006 Wiley). It is systematic, comprehensive and accessible. Highly recommended |
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Onboarding? Looking for "best practices"..
posted at 12/17/2007 3:31 AM EST
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Posts: 1
First: 12/17/2007 Last: 12/17/2007 |
One of the best things we ever introduced was a floorplan with everyone's name on it that we gave out at the beginning of the initial office tour - everyone said it helped them find colleagues quickly and appear confident as they went around the office in their first few weeks. ALso, make sure you allow for the extra fatigue that training colleagues and managers will feel when they train a new hire, and give extra support or rewards accordingly. |
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Onboarding? Looking for "best practices"..
posted at 3/6/2008 4:57 PM EST
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Posts: 3
First: 3/5/2008 Last: 3/6/2008 |
Hi
I am from India. I would like share my openion with you all. On boarding process you can make monthly once or once in thrice according to rate of recruitments. It can be designed like no of Departments in the organization means each functional head to be prepared a simple demo as a part of induction. Just an example pls check the below one. 1.Welcome speech by Head HR its included company vision / mision / future projects /company history etc. 2. Administration demo for 10min 3. Commercial dept 4. finance Dept 5.Legal 6.Procurement dept 7.Technical dept if any It should be designed by each functional head with a brief explintion about dept and what are all the doc / forms can go through. You can design your company emp handbook and small gift hamper (key chanins / tea shirts/pens/back packs with company logo). All these to be distributed on that day. Its whole as an ON BOARDING PACK. Ending with a small party can have either tea and snacks or Lunch. You can treat it as STAFF ONBOARDING PARTY OR ONBOARDING SESSION. FROM THIS EXP NEW COMER CAN GET AT A STRETCH WIDE KNOWLEDGE ABOUT ORG ALONG WITH STAFF A SMALL PARTY WITH OUT BOARING. |
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