Important ideas. We’ve found that stretching the program out in both directions can make an even bigger impact. In our new book: Onboarding – How To Get Your New Employees Up To Speed In Half The Time, we describe the impact a hiring manager can make by leading a Total Onboarding Program from start to finish. Here’s an excerpt re: four prescriptions for the hiring manager:

I. Prepare for your new employee’s success before you start recruiting. Understand the organization-wide benefits of a Total Onboarding Program. Clarify your destination by creating a “recruiting brief”, and by crafting your messages to the employee and the organization. Lay out your onboarding plan, and align stakeholders.

II. Recruit in a way that reinforces your messages about the position and the organization. Create a powerful slate of potential candidates. Evaluate candidates against the recruiting brief while pre-selling and pre-boarding. Make the right offer, and close the right sale the right way.

III. Give your new employee a big head start before Day One. Co-create a Personal Onboarding Plan with your new employee. Manage the announcement to set your new employee up for success. Do what it takes to make your new employee ready, eager and able to do real work on Day One.

IV. Enable and inspire your new employee to deliver better results faster. Make positive first impressions both ways. Speed the development of important working relationships. Provide resources, support and follow through.

These are further explored at http://www.onboardingprogram.com and there’s a summary of the book available to be downloaded on our site http://www.primegenesis.com

George Bradt
PrimeGenesis Executive Onboarding and Transition Acceleration