You've hired them. Now What?
There is a war for talent going on out there. But recruiting is only half the battle. The other half is retention. How do you keep that new-hire from walking out the door?
Onboarding and Orientation programs are powerful tools that promote retention by:
- Making the right first impression about your organization
- Getting your new-hire off on the right foot, from Day 1
- Getting your new-hire aligned with organizational culture, values and priorities
- Helping your new hire build relationships across the organization
Onboarding and Orientation programs should not be your organization’s only retention tools. But they should be the first tools you turn to as you begin to build a relationship of trust and loyalty with your new-hires.
Day 1: Onboarding Programs
Think of onboarding and Orientation as a process, not a one-time event!
Do you remember your first day on the job? Chances are, it was a blur of paperwork, information overload and new faces. You may not remember the details – but you did take away an impression about how welcoming the organization was, how they treated their employees, and how organized they were.
At Prometheus, we believe that first impressions count. That’s why we work closely with our clients to create Onboarding Programs that make the right first impression:
- Clarifying the process. We can help you diagnose the problems in your current process – and envision a “future state” process that is both welcoming and organized
- Roles and Responsibilities Matrix – Coordinate between HR and the Department Supervisor, so no new-hire falls through the cracks!
- Tools for each role in the process – Support and easy-to-use tools for HR, Department Supervisors, and other players in your onboarding process
- Take-aways for the new-hire – Kits that say “welcome aboard,” give new-hires a second look at key points from the onboarding activities, and lay the groundwork for strong working relationships.
Week 1: Orientation Programs that Get them Off to a Good Start
Remember how you felt on Week 1 of your job? Most people are eager to get started – and as motivated as they will ever be about making their job a success.
Which means that Week 1 is a tremendous opportunity to begin a meaningful orientation process. What you tell your new-hires on Week 1 will get remembered!
Get Real: A Practical Approach to Week 1 Orientation
For many organizations, it’s just not realistic to commit to offering an instructor-facilitated orientation program during the first week of every new-hire’s job.
That's where Prometheus comes in. We use technology to reduce the orientation burden – making customized orientation content that can be delivered at your new-hire's desktop – for them to access any time during Week 1 or beyond.
A typical Orientation Program might include:
- Your content, not a "canned" program that fits any organization
- Online modules that can be assigned, delivered and tracked 24/7 – with no instructor or facilitator required
- Job-specific materials that help new-hires see how to apply what they learned in their specific jobs
- Relationship-building activities that help new-hires meet the people they’ll be interacting with on the job
Read a Case Study.
Week 2 and Beyond: Building a Relationship with the New-Hire
Orientation is a process, remember? Smart organizations offer a series of follow-on experiences over the course of the first year of employment. These organizations reinforce the message from Week 1, give the new-hire a chance to interact with others in the organization, and give you an opportunity to demonstrate that you value the new-hire’s contribution.
Want to know more about Onboarding, Week 1 Orientation, or Week 2-and-Beyond Orientation programs? Please contact us to start the discussion.