New Hire Onboarding Process Increases Productivity

New Hire Onboarding Process Increases Productivity

New Hire Onboarding Process Increases Productivity 

The new hire onboarding process, for so many companies, is crammed into orientation or fails.  New hire onboarding increases productivity when used correctly.  Unfortunately the main causes for onboarding failure are two-fold.  One is Human Resources tries to use a “one-size-fits-all” approach.  Secondly, it involves too much valuable time of executives to follow the onboarding plan.

The executive recruiter found the “A Player you need.  Your expectations are that the new leader or key staff person you just hired will make an impact sooner rather than later.  You’ve made an investment in strategy, compensation, and a recruitment fee.  Now is the time to utilize a CUSTOMIZED new hire onboarding process to increase the potential of gaining a Return on your Investment.

If you had engaged an executive search firm to recruit for a key position at any level, the recruiter should provide a custom employee onboarding set of tools based on the role and team dynamics. Doing so results in the new hire meeting performance objectives sooner and being retained longer.  A best practices employee onboarding process will help you accomplish all of the above when designed and facilitated as a customized, one-on-one version.

The Type of New Hire Onboarding Process that Works

In order to design, document, and deliver a viable, easy to utilize new hire onboarding process that works requires a few hours each month for both the new hire and manager he/she reports to.  The guidelines should consist of a psychometric based team profile, the new hire’s role fit and team fit analysis, a personal action plan for the new employee, a mentoring / coaching guideline, and a measurement tool.

Many companies spend tens or even hundreds of thousands of dollars with so-called Human Resources or People Management firms or psychology-based firms that in the end produce a one-size-fits-all model based on a corporate profile / corporate culture.  They are very time consuming so rarely are they carried out for new employees to fruition. To make matters worse, often it is handed over to HR, who is not part of the individual team the person was hired for and their focus is on orientation and “corporate culture” assimilation rather than how the new hire assimilates into the team he/she will be working within.

Facilitated correctly, the plan should smoothly and quickly assimilate the new employee into the team culture, not just the company culture.  By capturing profile data about the new hire, his/her direct reports, and the organization, a plan is developed for maximizing understanding, positive communications, and relational communications effectiveness.

An effective new hire onboarding process ensures the new executive  or employee  knows exactly what the senior team expects and receives specific feedback early, helping him/her to establish effective influential networks, social, community, and professional, internal and external relational communications and conflict resolution skills.  The end result is higher retention because the phased activities lead to deeper engagement, innovation, and job fulfillment levels.

How About Costing You ZERO for a Custom New Hire Onboarding Process?

NextGen Executive search charges NOTHING to deliver a custom new hire onboarding process with each new hire we place.  Our placements average 3.5 years still on the job retention rate.  The employee onboarding new hire process will provide a good initial experience for a new hire and lay a strong foundation upon which to build loyalty, inspiration, innovation, and high performance.

Looking to fill a key executive position in your company? Contact us today for a free retained search consultation or download our award winning recruitment process.


Employee Recognition Program 3 Reasons Why it Works

Employee Recognition Program 3 Reasons Why it Works

Employee Recognition Program – 3 Reasons Why it Works

A well designed employee recognition program results in higher levels of engagement have proven, repeatedly, higher levels of employee satisfaction, greater increase in productivity, greater company loyalty, higher profits, and better customer satisfaction.

Let’s look at the facts. In 2013, a poll conducted by Gallup found that 87 percent of workers surveyed in countries all over the world were disengaged with their jobs. Only the remaining 13 percent stated that they were satisfied with their jobs and felt deeply engaged with the companies they worked for.

One of the best ways to increase engagement is to make sure that employees feel appreciated and that hard work is suitably rewarded both financially and in some other ways. Having a strategic employee recognition program in place is one of the most effective ways to get results and take advantage of the following three key benefits:

Employee Recognition Program Improves Business Results

It shouldn’t come as any surprise that happy and motivated employees are better equipped to address customer concerns. Staff members need to feel that they have personal stake in selling the brand and its products and services, while also offering impeccable customer support. Around 40 percent of companies that have adopted a peer-to-peer employee recognition program claim to have increased customer satisfaction.

Many senior managers consider them an investment rather than an expense. People want to be rewarded for good work and they’ll be mentally far better equipped to face the monotony of modern corporate culture if they know there’s a good bonus and other rewards waiting for them.

Decreases Employee Turnover Rate

While money is obviously a primary motivator in almost any job, offering a pay raise isn’t the most effective method to hold on to employees. In fact, studies have shown that about half of employees leave within two years after accepting a raise, a statistic that clearly indicates that salaries and job satisfaction don’t always correlate.

Often as important is employee recognition, which has proven to lower turnover rate significantly. Employees who are widely recognized and rewarded for their work are about 30 percent less likely to leave the company.

Other benefits of an employee recognition program include increased happiness and productivity and reduced stress and frustration levels. A lower turnover rate also saves money, since a direct replacement cost up to half the previous employee’s annual salary.

Increase Engagement and Productivity

An employee recognition program is all about clear communication, transparency, and having a solid rewards-driven system in place. Such a strategy leads to greater employee engagement, since it makes members of staff feel like they’re a part of something bigger. An employee who has a personal stake in the direction the company is heading will be genuinely concerned about the day-to-day operations of the business. By contrast, someone who counts themselves in the 87 percent of people who claim to be disengaged with their jobs will be more likely to sleepwalk through each workday while looking forward to nothing more than the paycheck at the end of the month. Additionally, the Gallup survey showed that two-thirds of employees considered praise from managerial staff to be the top motivator.

Final Words on Employee Recognition Program

There are many ways to implement an employee recognition strategy and most of them don’t require a huge investment. Some of the most popular methods include publishing the company’s greatest achievers in email newsletters, using staff meetings as an opportunity to include praise, or preparing regular status reports. However, a more original and engaging employee recognition program might include an achievement- or score-based system complete with rewards and prizes for top workers.

Need an experienced executive search consultant with expertise in not only recruiting sales, business development, and product management, but also a talent acquisition and talent management advisor  Click below.


Employee Retention Technical Talent DICE Interview

Employee Retention Technical Talent DICE Interview

Employee Retention Technical Talent Interview by DICE

When it comes to beginning a program of combining recruitment and employee retention together, an employer can update software programs, build core robust networks, create better security systems… there are five smart ways to achieve employee retention technical talent. Technology hiring and investment have been two bright spots in an overall strong job market and booming  economic recovery. Today, the question is – can it continue?

Companies have already made commitments to reignite technology projects that were put on hold during the economic downturn and to deal with inadequate resources. Even with corporate tax cuts, fresh doubts on the economy exist if Congress changes to gridlock in 2019, so those commitments will likely be fulfilled. It all begins with developing a very good recruitment and employee retention strategy.

“Companies are playing a bit of catch-up in terms of their infrastructure, as well as the IT staff they need to replace aging hardware and software and who can deal with security challenges,” says Tom Silver, senior vice president of North America for Dice Holdings, Inc.

Now it is most important to create ways to reach a good employee retention technical talent with specific skill sets, such as mobile application development or the ability to program in multiple languages, are in high demand. Several forces have converged to create a talent crunch of recruitment and employee retention in the tech sector, which is driving competition to lure tech talent and lucrative compensation packages for even newly minted tech professionals.

Why Employee Retention Technical Talent is Key to Success

• Low tech unemployment — As of July 2011, the unemployment rate for computer and mathematical professionals was just 4.7% – about half of the overall U.S. labor market rate. Trends indicate that tech sector hiring will continue to increase throughout 2011. “The search for exceptional, top-quality technical candidates is alive and well as companies struggle to attain the level of talent they desperately need. The war for talent is still fiercely competitive at the top levels,” says Craig Hufford, recruitment and employee retention technical talent practice lead at NextGen Global Executive Search.

Source: U.S. Bureau of Labor Statistics, July 2011.

• Mobile technology boom — The acceleration of the digital revolution is driving demand for mobile application developers, high-level programmers and network systems experts.

While these sought-after IT professionals know how to harness technology to help companies run more efficiently and increase revenue, there aren’t enough of them. In fact, job postings on Dice that include some specific tech skills have more than doubled in the last year; albeit companies fail to include recruitment and retention programs that mean real value in their job postings.

 Recruitment and Employee Retention with More Start-ups — A wave of investment dollars is fueling the growth of many new start-up companies, which is putting pressure on the tech hiring market.

Even big name employers such as Google and Facebook are struggling in recruitment and retention as they seek new ways  to attain and retain top tech talent. In a widely publicized retention effort toward the end of last year, Google gave all its employees a 10% raise and a $1,000 bonus.

As a result of the tight IT hiring market, the recruitment and employee retention technical talent battle among employers is intensifying. Companies around the country are reporting that more aggressive hiring tactics are being used to lure tech professionals away from their current employers.

And many think that process is only going to accelerate. According to a recent Dice survey, 54% of employers expect competition in recruitment and retention for top tech talent to increase this year compared to 2010, while just 3% expect that competition to decrease.

Does your employee retention technical talent program include identifying the signs of whether your staff members are looking elsewhere for work? “If there is a noticeable change in an employee’s work habits, such as single day absences, a disengaged attitude, changing to more formal dress, and frequent sick days, these are all indications that the person is looking around,” advises Silver.

Five Proactive Employee Retention Technical Talent Strategies

You can’t completely protect your organization from competing with other employers, but you can use proactive employee retention strategies so that employees are less inclined to entertain offers from other companies. Putting in the effort up front is worthwhile because it’s difficult in recruitment and retention to retain employees once they have begun to seek employment elsewhere, even with additional compensation or advancement opportunities.

“When companies react to a person leaving, they often cannot change the really important reasons why the person is leaving, irrespective of the amount of money they throw at him,” says Hufford.

#1: Make sure it’s a match — Tech professionals have a slightly different motivation from other employees, says Herb Gosewisch, partner at U.S. Alliance Partners, a consultancy focused on employee engagement, recruitment and employee retention, and sustainability practices. “They have more loyalty to their career and personal development than the company that employs them,” he says. “IT workers tend to stay longer and find more satisfaction when they feel they can ‘own’ their work and it’s something they influence from a creative point of view.”

What does all this mean to recruitment and employee retention technical talent?  The stronger the match between the job requirements and the employee’s skills, goals and values, the more likely it is that the employee will want to stay. “Focus on a key individual and make sure that the projects they’re working on allow them to continue to develop their skill set,” says Silver.

#2: Start strong in your recruitment and employee retention programs — The latter part of recruitment and retention efforts should begin during onboarding. “All the recent studies suggest that new employees determine within the first few months of employment whether or not they made a good decision,” says Gosewisch. By engaging new employees in the company culture and business infrastructure from day one as part of your recruitment and retention strategy will improve employees’ experiences and prospects for staying.

#3: Reduce burnout — In today’s fast-paced IT work environments, stress levels and burnout can run high and lead to employee turnover. Improve your recruitment and retention program by evaluating your project management and organizational approaches, seek ways to improve work-life balance and ensure equitable delineation of duties. Better yet, ask your technology employees for their input on lowering stress and lightening workloads.

#4: Employee Retention includes conducting motivation checks — Regularly assessing your employees’ motivation for their work gives you valuable insight into their level of engagement and allows you to make strategic adjustments in your recruitment and retention programs.  Motivation checks also serve as an early warning system.

“Regular assessment gives you the opportunity to identify the people who are thinking about leaving or who are somehow dissatisfied with the work or the environment,” says Gosewisch. He adds that getting regular feedback from employees as part of your recruitment and employee retention program often uncovers small management issues that can be corrected before they become big problems.

#5: Develop a sustainability strategy — Believe it or not, the missing part of your recruitment and employee retention technical talent is your company’s commitment to the environment, the community and innovation is very important to many key employees, especially Generation Ys and Millennials who often have the most experience with leading-edge technology.

These two generations grew up surrounded with environmental messages they see as important. “An employer needs to show that it has a recruitment and retention strategy to not only be profitable and exciting, but that it has a social and environmental conscience. It also needs to show that it allows employees inside the company to be innovative and have a voice,” says Steve Caballero, IBM Global partner.  “Making a profit at the expense of the planet, the community, and your people does not cut it anymore.”   Beyond organizational and management changes there are other, more tangible things that employers can do to improve employee retention. While giving employees salary increases is the first and most obvious approach, money isn’t the only answer.

Looking Ahead in Recruitment and Employee Retention

For the remainder of the year, the technology recruiting market is expected to remain healthy. With certain shortages in metropolitan areas and skill sets, competition amongst employers for the recruitment and employee retention of top tech talent will continue giving tech professionals the upper hand in the job market.    “Tech professionals know that the pendulum has swung back in their favor a little,” says Silver. This means employers need to step up their game – quickly.

employee retention technical talent programs

The best place to start is a careful and complete review of recruitment and employee retention practices, benefits and onboarding processes. The focus should be on what the company offers in their recruitment and retention programs versus what employees and prospective tech candidates actually want. Silver advises, “The IT hiring market is tight and employers don’t want to lose good people. Now is the time to act.”

Source: Dice survey of tech professionals, June 2011. Originally published on Dice