Over the past three weeks we've covered the six steps to implementing a solid and memorable new hire onboarding experience which companies can use to improve their process for introducing new employees to their company and culture.
Why is it important to have a defined onboarding experience?For starters, 20% of all attrition happens within the first 45 days of employment. What this tells us is that first impressions carry a lot of weight with new employees. It's also important to the success of your new employee for the company and hiring manager to do everything they can to ensure that person is set up for success. With the cost of hiring being quite steep the more time we spend up front making sure our new employees feel good about their decision to join the company the better our chances will be of retaining them for the long run.
SQR1's onboarding experience consists of six steps which help company's create a formal program that is used to then tie in culture and consistency for each new hire, regardless of their job title. While this article is merely a cliffnotes overview of the past three articles, you can access the full details of the SQR1 Six Month Onboarding Program by clicking on the links provided here. (part-1, part-2, part -3)
The SQR1 Six Month Onboarding Program:
Step 1: Candidate Identification
Step 2: Interview Process
Step-4: Physical Onboarding
Step-5: The 3 Month Experience
Step 6: The 4-6 Month Finale
“The way your employees feel is the way your customers will feel.”– Sybil F. Stershic
About the Author
Serving over a decade in the technical services industry in Orange County, CA, Travis Smith has developed a talent for assessing technical talent and overseeing technical projects. His other areas of specialty include: leadership development, business development, resource planning and creative solutioning.