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onboarding RSS feed Tag: onboarding

Time for Job Offers to Be as Exciting as College Admissions

by Apr 3, 2014, 5:05 am ET

college acceptance videoJust like a job finalist waiting for a decision, college-bound teenagers have been watching the mailbox for the telltale thick envelope that means “Yes.” Thin ones are usually bad news.

Some schools email their decision. Last week, the Ivies simultaneously released their decision online at 5 p.m. EDT Thursday. Other schools send confetti, or links to an acceptance video.

None, though, were more creative than the University of Southern California’s brand new Jimmy Iovine and Andre Young Academy for Arts, Technology, and the Business of Innovation. The accepted applicants each received a personal video with congratulations from Iovine and Young, better known as the hip-hop artist Dr. Dre. Iovine, Dre’s longtime associate, is a successful and well known music producer. keep reading…

The 2014 ERE Recruiting Excellence Award Winners

by Mar 19, 2014, 5:07 am ET

ere-awards-logo-2014You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.

Now let’s look at the final winners. Thanks again to the judges.

Best College Recruiting Program keep reading…

Make Your Employer Branding and Onboarding More Fascinating With a Compelling Origin Story

by Mar 5, 2014, 12:30 am ET

Jean Hoffman and CatDoes your company have a compelling Origin Story? If you do, are you  using it to its fullest advantage or is it more of a best kept secret?

If so, you’re missing out on a powerful tool you could be using to make your employer branding, hiring, and new hire orientation more fascinating and inspiring.

In a previous ERE article, 5 Kinds of Stories to Tell During Onboarding, I included the Origin Story as one of the key stories to include in your onboarding process. In this article, we will focus on this one genre and why it is such an important part of your talent management arsenal.

First, though, let’s go deeper than the obvious answer to “What is an Origin Story?”

It’s far more than a fact-filled documentary about how and when your organization got started. It’s not the workplace equivalent of the high school history classes you snoozed through because they were filled with dates and events to memorize … but no stories.

Your Origin Story is a drama and a mini-documentary. It tells of the motivation behind the creation of your organization. It speaks of the difference your founders wanted to make in the world, the problem they saw and decided to solve.

When done well, your Origin Story accomplishes three things: keep reading…

9 Good Things That’ll Come From a Well-crafted Sales Onboarding Program

by Feb 6, 2014, 5:39 am ET

hire-right-3DHere are nine expected results from a well-crafted sales onboarding program.

  1. Revenue investment protection. Onboarding not only protects the new-hire investment, but also helps to ensure a high rate of return on it.
  2. Reduced ramp-up time for new salespeople. One of the biggest executive complaints about new salespeople is the amount of time it takes for them to produce meaningful revenue for the company. By having a structured onboarding experience, companies reduce new-hire ramp-up time. Plus, the dollars invested before receiving a return are also reduced.
  3. Increased revenue performance. Executives also complain that their salespeople cannot sell the value of their products, or that they can’t sell the full solution the company brings to bear. Onboarding is the chance to teach salespeople how to sell effectively for the company.
  4. Improved client experience. We’ve all been on the other side of the desk dealing with an inept salesperson. Because of our frustration, we were open to discussions with the competition. Onboarding ensures that salespeople are both equipped with the knowledge clients expect and are able to deliver a fantastic experience.
  5. Brand protection. When salespeople cannot speak knowledgably about the products, the industry, etc., it creates a negative perception of the corporate brand. Onboarding protects the brand by teaching salespeople what the marketplace expects them to know. keep reading…

Don’t Ignore Onboarding in Your Retention Efforts

by Jan 24, 2014, 12:23 am ET

cover FlexTen years ago, Capital One invested heavily in re­cruiting top talent to fuel an ambitious growth plan. Yet once the company had all these new executives and managers in place, it found that the expected output fell short of expectations. The anticipated creative and innovative boost hadn’t happened. The new recruits weren’t plugged into their team network and hadn’t connected with their employees. It was so dire that some new hires left within the first year, citing displeasure with the lack of an onboarding process. Others were asked to leave.

To help turn things around, the company’s training and develop­ment team created a new process called the New Leader Assimilation Program meant to get new executives and managers up to speed in a rapid yet holistic process aimed at creating productive, innovative leaders. keep reading…

My First 90 Days: Leveraging My Candidate Experience During Assimilation

by Dec 4, 2013, 5:35 am ET

Recently, I achieved a milestone: I completed the first 90 days within my organization. As I opened my email to a “Congratulations on your first 90 days!” message, I took a moment to think back on my candidate experience and how I fared assimilating into the organization which I now call my professional home. I can say I have walked in the shoes of both an external applicant as well as a new employee, and I would like to share personal perceptions of my experience and how I extended that experience into my assimilation period.

Candidate Experience: Before vs. After keep reading…

3 Dangers to Consider in Peak Hiring

by Nov 6, 2013, 6:44 am ET

“When do you need this person to start?” you ask the hiring manager.

“Yesterday,” the manager replies.

Does this sound familiar? Recruiters hear this hear this every day.

Hiring is based on factors like sales, product demand, growth, or attrition. It’s dependent on budgets, demands of the investors, stockholders, and the board of directors Decisions then come down from the CEO, the VPs, senior management, and the managers themselves. Recruiting has its highs and lows. One minute it’s hot, the next minute it’s not. There are hiring peaks, hiring slowdowns, and even hiring freezes. During hiring peaks, recruiters and managers are extremely busy.

There are some things to consider during a hiring peak. Managers are often anxious to get people hired and in the door because they do not want to lose their headcount. This is completely understandable. Recruiters are hired to handle stressful situations. They must be able to multitask and deliver candidates in a timely fashion.  With all of this being said, there are some real dangers to consider during a hiring peak. Here are three things to consider: keep reading…

Get Rid of Your Bad Hires Quickly With a ‘No-fault Divorce’ Process

by Oct 28, 2013, 8:00 am ET

upset couple - from NIH's websiteEveryone knows that the average hiring process is less than perfect. In fact, most selection processes have high failure rates (i.e. even after months or even years of “assessment,” nearly 60 percent of the marriages in California end in divorce).

So it shouldn’t be a surprise that as many as 46 percent of new hires fail within 18 months, according to Leadership IQ. Research also reveals that 61 percent of new hires are unhappy because they feel that they had been misled during the hiring process, according to Harris Interactive. The Recruiting Roundtable similarly reports that 50 percent of the hiring organizations or the new hires themselves regret the decisions they made. Shifting to non-exempt workers, research by Humetrics reveals that 50 percent of all hourly employees quit or are fired within their first six months.

Given this high rate of mishires, it’s surprising that most corporations don’t even track mishires who must be terminated or encouraged to resign. Even fewer organizations have a formal “early release process,” like a no-fault divorce for identifying bad and frustrated hires and releasing them as soon as possible.

Why You Should Release Weak Hires and the Disgruntled as Soon as Possible keep reading…

We’ve Got to Stop Over-promising and Under-delivering, or Retention Will Suffer

by Oct 8, 2013, 6:15 am ET

It’s natural to do everything you can to convert a potential candidate you’re interested in. However, mistakes made during recruiting process and in the onboarding stage can lead that person to leave early.

Recently, a friend of mine left his job after 18 months. He had spent four months looking for a job and deciding that one was the right fit. He even relocated to a new state to take it. He was as excited about it as can be. So what happened? keep reading…

Don’t Lose Great Job Candidates

by Sep 11, 2013, 6:33 am ET

If you are sitting here reading this, you are probably a top performer — the best seek out challenges, look to expand their knowledge bank, and have a strong desire for excellence. What most top performers aren’t looking for is to be sold on something they haven’t had the chance to fully investigate for themselves. After all, most of us are a bit standoffish around salespeople or when facing offers that seem too good to be true.

I recently saw a top-caliber financial analyst leave a company because a headhunter recruited him, offering a 20 percent increase in pay. This offer got the analyst through the door, but the prize at the end of the road blinded his vision of the dust storm ahead. keep reading…

A Case Study of Facebook’s Simply Amazing Talent Management Practices, Part 1 of 2

by Sep 9, 2013, 6:32 am ET

Screen Shot 2013-09-05 at 10.33.24 PMAlmost everyone is aware of Facebook. Usually that knowledge comes from either using its social media product or by reading about its CEO. However, the unique aspects of the firm that almost no one is aware of are its distinct and powerful talent management practices.

In most cases, it takes literally several decades to develop an exceptional company that has a unique set of talent management practices that produce phenomenal business results. But occasionally there are exceptions. Apple became exceptional again in little more than a decade after the return of Steve Jobs. Google developed exceptional people management practices and business results in much less than a decade. But Facebook has gone from a college dorm room idea to an undisputed social media dominance in literally less than a handful of years. I’ve previously done case studies on the amazing talent management practices of both Google and Apple ) and now it’s time to cover the amazing talent management practices at Facebook that result in breathtaking workforce productivity levels. keep reading…

Watch Out for These 5 Onboarding Red Flags

by Aug 6, 2013, 6:42 am ET

red flagYou’ve just locked down the perfect candidate. You sourced and screened him; your client interviewed and loved him; you extended him an offer and he accepted — time to run a victory lap!

Not so fast. keep reading…

What Are You Doing To Hire Idea People? Probably Nothing!

by Jul 15, 2013, 6:23 am ET

Innovation = Ideas + Collaboration + Execution

As a result of the dramatic business successes of firms like Google, Apple, and Facebook, almost everyone has become aware of the tremendous economic value that comes from continuous corporate innovation. But unfortunately executives at most firms have failed to realize that they can dramatically increase their corporate innovation rate by simply focusing on hiring and retaining more “idea people.”

Ideas Start the Innovation Process keep reading…

A WOW Recruiting Opportunity — Micro-Videos on Twitter and Instagram

by Jul 8, 2013, 6:39 am ET

Screen Shot 2013-06-28 at 11.57.03 AMBy now everyone knows that the future of recruiting will require the effective use of both the mobile phone and social media. However, you may not be aware that new features on social media giants Twitter and more recently on Instagram now provide the opportunity to effectively sell recruits with short micro-videos that are sent to their mobile phones. keep reading…

What the Tooth Fairy and Package Deliveries Tell You About Storytelling

by Apr 15, 2013, 6:53 pm ET

Screen Shot 2013-03-13 at 10.45.39 PMToday’s ERE conference kicked off in San Diego with preconference workshops, including one from ERE.net author David Lee and Diana Oreck, a Ritz-Carlton VP.

Here are two short videos from them, one telling a short story about package deliveries, and what is says about the hiring process; the other about the tooth fairy. keep reading…

Quick Tips for Starting Your New Employees Off Right

by Apr 12, 2013, 5:21 am ET

Screen Shot 2013-04-08 at 4.07.21 PMI’ve been working on a program for a hotel group that includes how to onboard new employees and thought I would share with you a modified version of the tip sheet I created for it.

While it obviously doesn’t include the level of detail and nuance to design the perfect new hire experience, it will give you guidance and a framework.

The first list will help you assess whether your onboarding process accomplishes what it’s designed to accomplish. The second list will provide you with specific recommendations for onboarding your new hires “faster, smarter, and better.”

Eight Outcomes An Effective Onboarding Accomplishes keep reading…

Bold Approaches for Successfully Retaining Every Innovator, Part 1 of 2

by Mar 18, 2013, 5:58 am ET

A retention toolkit for innovators

Corporate executives are beginning to learn the high value of innovators, which can be 5 to 300 times the value of an average employee. If a company doesn’t have enough innovators, a primary option is recruiting them. In a previous related article, I highlighted how you can successfully hire innovators. But that knowledge alone isn’t sufficient because you have to constantly work to retain these individuals who are constantly being targeted by recruiters from other firms. It should be obvious that if your firm successfully recruited them away from their existing employer, there is a high probability that another employer could do the same thing again and recruit them away from you.

Unfortunately, 95% of all retention approaches can best be described as marginally effective for the average employee, which makes them useless when you’re trying to retain an individual innovator who doesn’t have the same needs and expectations of the average employee. Therefore, if you want to keep the best innovators, provide your managers with a toolkit of bold, aggressive, and data-driven retention approaches that are tailored specifically to your innovators.

Many of the practices that work to retain innovators are also effective in increasing their productivity. In this two-part article I will highlight the most effective retention practices that are specifically targeted toward retaining innovators, game-changers, and top performers. After over 20 years of retention research and practice, I can also assure you that each one of these 30+ tools is effective.

6 Characteristics of Effective Retention Efforts for Innovators keep reading…

2013 ERE Recruiting Excellence Award Finalists

by Feb 13, 2013, 5:51 am ET

EREAwards_2013In this, the ninth year of the ERE Recruiting Excellence Awards, finalists include a New York hospital that’s a finalist in two categories, a flower delivery company, a big technology and a big banking company, government contractors, management consultants, and a fast-growing home-loan organization.

“It really brings me hope to see people doing excellent things,” one judge wrote to me, about the industry’s leading awards for talent acquisition.

We made a few changes since last year’s ERE Recruiting Excellence Award winners and finalists were announced. For the first time we have an onboarding category. We split the “department of the year” into large and small companies. We altered the “careers website” a bit to encompass more than just a company’s own site, but social media and similar sites as well. And, we added an “innovation,” award, which will be announced at the upcoming Recruiting Innovation Summit.

The other winners will be announced at the ERE Recruiting Conference & Expo in San Diego, where the finalists will up on stage in a perennially popular q-and-a session for the audience.

Here are those finalists in alphabetical order within the categories: keep reading…

The Bold Recruiters Toolkit — 50 Tools for Aggressive Recruiters (Part 2 of a 2-Part Series)

by Sep 24, 2012, 5:28 am ET

If you’re going to be an effective recruiter, you need to continually change your mix of recruiting tools in order to stay ahead of the competition. Adopting new tools is critical because once any tool is used by everyone, it loses its effectiveness. In part one of this article, I provided a list of bold sourcing, referral, event, and college recruiting tools. In the second part, I continue the toolkit with advanced recruiting tools for the most aggressive recruiters, and bold closing tools for getting difficult to land candidates to say “yes.”

Advanced recruiting tools and approaches keep reading…