Colorado Staffing Series: Is Your Employee Onboarding Program Broken?

Have you ever had employees quit during training because they felt isolated or overwhelmed? If so, you may be hiring people with the wrong skill sets. Colorado Network Staffing is a leader in Colorado staffing and HR and our years of experience in the industry have taught us a few things about employee onboarding.

“New employees who attended a well-structured onboarding orientation program were 69 percent more likely to remain at a company up to three years.” (Source: Employee Onboarding Stats.)

What does your new hire process look like? Here are several key components to create a strong, employee onboarding program.

1. Hire Well and Communicate the Expectations

A great job description as well as communication about the entire process — from how long the interview process is and who is conducting it, to the employee onboarding processes, future opportunities for engagement, and advancement opportunities — should all be communicated as soon as possible. By setting the expectations early, you are demonstrating professionalism and a commitment to a system that eases tension for the new employee.

2. Include Where Employees Fit In During Orientation

Orientation should help the employee see the overall vision of the company as well as how each unique position aids the success of the company. Help your employees take ownership of their roles by showing them how critical they are in the overall success. During employee onboarding, show them where they fall in the business process. Who is relying upon them to get their job done successfully? This is also a time to introduce the company branding and culture. What is the mission and vision and how does that transpire on a day-to-day basis? Reduce feelings of alienation by showing them that they do, indeed, fit into what is being created.

3. Training Should Include Cultural Fit

Skills can always be learned by the right people. Hire for cultural fit and the traits of the person who can do the job well. Train people on the technical aspects of the job where they may have gaps or where you have a unique system or process. For example, a blue collar industry we worked with hired for mechanical competency, whether or not the potential employee had worked with their specific machine. They learned they could train a mechanically minded person to use their machine, but rarely had success with people who didn’t understand mechanics, even if they had a higher educational background. This employee onboarding process change revolutionized their training (and their job descriptions).

4. Don’t Stop the Training Too Soon

On the job training is the most important component for new employees, but studies show they don’t want the training portion to end too soon. More than 50 percent wish they had additional check in’s after the official training period had ended. They also requested more opportunities to provide feedback and input during the process. This is important to note as their objective opinion could be useful in improving future employee onboarding processes.

Companies hurt their bottom line when they are sloppy with employee onboarding. The time spent in the hiring processes, money spent on ineffective and overwhelming training, only to lose the new hire that was left to “sink or swim”, is a painful and expensive problem. Proper screening and solid employee onboarding practices will help you hire the right people and keep them.

About Colorado Network Staffing

If you are in search of brilliant employees, let Colorado Network Staffing (CNS) help you find your next Einstein. CNS is a leader in staffing, staff augmentation, and contract management by acting as a sole human resource provider for our clients. Don’t waste your time, energy, and money on a bad hire. CNS has the experience, resources, and top-level management expertise to accomplish the tasks required on any size project. Contact us at 303-430-1441, and we’ll find you the best and brightest team members.

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