Onboarding: A Primer to Effective Onboarding

ONBOARDING:SET GOALS, ESTABLISH EXPECTATIONS AND TURN GREAT

CANDIDATES INTO EVEN BETTER EMPLOYEES

Sabrina Baker, PHR

ORIENTATION AND

ONBOARDING

ARE NOT THE SAME THING

ORIENTATION NEW HIRE PAPERWORK, POLICIES AND PROCEDURES,

HERE’S YOUR CUBICLE

ONBOARDING ENSURES THAT….

Expectations are set….

ONBOARDING ENSURES THAT….

Goals are aligned….

ONBOARDING ENSURES THAT….

High performance is achieved….

THIS IS ACCOMPLISHED THROUGH A

SYSTEMATIC PROCESS

THAT BEGINS IN THE RECRUITMENT PROCESS AND ENDS MONTHS AFTER A

HIRE IS MADE

ONBOARDING ACTIVITES TAKE PLACE IN FOUR DISTINCT TIMEFRAMES

Recruitment Process

OrientationFirst 90 Days

Growth91-180 Days

Development181 Days+

“Every single candidate begins the onboarding

process with your company, but not all will

make it through the entire process.

The recruitment process serves as an introduction into life at your company. Use this time to share culture, vision, mission and general expectations.

Utilize Recruitment Marketing, Careers Pages, Job Ads and Branded Social Sites to Begin the Onboarding

Process.

THE FIRST

days

SHOULD FOCUS ON WELCOMING, INGRAINING CULTURE AND SETTING EXPECTATIONS

“After the initial 90 days, reality starts to set in. It is during this time that most employees decide

whether they are going to stick around.

AFTER THE INITIAL ORIENTATION, EMPLOYEES WANT

AUTONOMY

BUT STILL NEED ACCESS TO HELP, GUIDANCE AND SUPPORT

AFTER THE SIX MONTH MARK ONBOARDING ACTIVITIES SHIFT TO FOCUS MORE ON

DEVELOPMENT, JOB ENLARGEMENT AND ENRICHMENT AND CONTINUED SUPPORT

“Effective onboarding programs ensure all

employees consistently receive the same

information, support and development. Thus

ensuring higher levels of success.

[email protected]

@SabrinaLBaker

Linkedin/com/in/sabrinabaker

Sabrina Baker, PHR