4 onboarding strategies you need to know

Onboarding is an essential part of the hiring process. During this period, employers must engage new talent and effectively integrate them into existing workplace culture. Organizations that fail to do this often suffer major consequences, according to the Society for Human Resource Management. 

"Replacing talent runs as high as two times annual salary," Ben Peterson, CEO of a human resources software company, told SHRM. "And it's not just about dollars. Culture and job satisfaction is hugely impacted, as well as morale, productivity, lost insider knowledge. It's painful to lose people."

To avoid this situation and retain talented contributors with ample executive experience, you should develop a robust onboarding plan that facilitates engagement and gives new hires the tools they need to succeed. Start by reviewing these salient onboarding strategies:

Do the paperwork ahead of time
New employees often spend a significant portion of the onboarding process reading through and filling out hiring paperwork. Instead, have your newcomers complete these forms ahead of time, Entrepreneur suggested. That way, you can assign them actual work on their first day and help them hit the ground running.

"During onboarding, employers must engage new talent and integrate them into the workplace culture."

If you really want to maximize your efficiency, develop an online portal where new hires can complete compulsory paperwork and review key information before they set foot inside the office. This site should also include high level sections that lay out your onboarding philosophy and define your company culture. Additionally, provide information that might ease assimilation and help your new employees connect with their coworkers. This can be as simple as an officewide contact sheet. Lastly, be sure to provide web-based feedback tools – you want your newcomers to feel comfortable reaching out for help.

Prepare your staff
You should also spend time prepping your staff for new team members. As soon as you can, send out a companywide communication introducing the new talent. Include short bios and a general rundown of their responsibilities. And if you're bringing new C-level contributors with business-shaping responsibilities, include information that outlines their high-level management philosophies – published articles usually come in handy in these situations.

Address the little things
Most professionals can recall one or two times where new employers seemed unprepared for their arrival, scrambling to provide them with phone access or a security badge. Don't make this mistake. Plan ahead and make sure your newcomers have the tools they need to perform, Inc. advised. Reserve them workspace, configure any essential technology and get them the credentials they need to get past building security personnel.

Spur connection
Once your new talent has arrived, organize opportunities for them to get to know existing staffers. By forging these bonds, you can facilitate organizational synergy and lay the groundwork for future success.

"The faster we can make those connections and help build those relationships, the faster we will allow new employees to be productive," Brenda Hampel, co-founder of human resources consulting firm, explained in an interview with SHRM. 

Of course, before you can test out these onboarding strategies, you must first find talented C-level staffers with serious potential. A retained executive search firm like YES Partners can help. We can give you access to talented contributors with bottom line-altering executive experience and vision. Interested? Contact us today!

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries and globally.

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