You've made your decision about whom to hire. You've gotten them excited about their new job. You're excited about what they can bring to your team. Now what? If you're like most good organizations, you're doing something more.

The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth, and length of these programs. The most superficial tend to provide surface-level "meet and greets" and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization's culture and understand the informal organization and key players. What does yours do? And do you even have an onboarding program?

Also, don't forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.

Remember, you never get a second chance to make a good first impression. Onboarding isn't just about facts; it's about feeling, too. Effective onboarding programs provide an experience that helps new hires and leaders affirm that they made the right career move. This webinar will cover what you need to ensure your organization is building a stable, committed productive workforce from the start.

Areas Covered in the Session:-

Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:

• Learn six mistakes to avoid in your new hire onboarding process
• Identify the 4 C's: The building blocks of an effective onboarding program
• Recognize the difference between orientation and onboarding: They are not the same
• Review the six best practices, with real-world examples, for implementing an onboarding program in your organization
• Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire's manager

Why should you Attend?

Is your hiring and onboarding process costing you unnecessarily? Did you know?

• Nearly 1/3 of people are job searching within six months of employment
• Almost 1/3 of externally hired executives miss expectations in the first two years
• With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years

Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies that implement an effective onboarding program during the first three months of the new hire employment experience, will have 31% less turnover than those who don't according to the Aberdeen Group.

Onboarding is important because it introduces the employee to the company's culture and expectations and gives the employee the vital training and information needed to succeed in their new position. Also, a new hire's compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment into the wrong person.

A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn't just or more than a routine checklist; it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job.

Who Will Benefit?

• CEO's
• COO's
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Staff Managers and Supervisors