I am always amazed at how many companies relax once they receive a signed contract back from their new employee. Too many believe their job ends there and forget that the recruitment is the easy bit!!
To maximise the return on your investment and provide a smooth career transition you really need to prepare a well thought out Onboarding strategy. The longer the notice period, the more opportunity you have to provide an exceptional experience to ensure that both internal stakeholders and your new employee understand the objectives of the role, the positive impact it will make on the organisation and time to get to know each other reallly well before the start date arrives.
This article provides some quick basic steps on how you can provide an effective onboarding experience.
There is so much more you can do to enhance this strategy by using indepth Psychometric tools and device an Execuitve Coaching plan to close gaps and prepare your new recruit for success.
Onboarding can make a huge difference to a new starter’s state of mind and helping them settle quickly into the business will ensure they become a valuable member of your team. However, this part of the recruitment process is often forgotten or ignored. Engagement at this early stage can help to increase staff retention, motivation, productivity and long term company profit. So why is it that many companies seem to get it wrong?