Improve new hire retention and intent to stay.
Shorten time to productivity and reduce time to competency.
Traditional orientation and on-boarding processes are often based on historical practice rather than requirements of the workforce and workplace. Errors in on-boarding often compromise retention opportunity, especially in the first year. On-Boarding Analysis and New Hire Analysis identify what a company must do to smooth this initial phase of the employment relationship. This is especially important during mergers, acquisitions, and management changes. Organizational productivity is enhanced as new hires learn job procedures quicker, establish relationships with coworkers, and gain a sense of community and belonging.
- Objective 1: Improve new hire retention (intent to stay). To reduce the costs of turnover, especially costs attributable to new hires who exit affiliation in the first year, companies must understand the preferences, expectations, and intents of new hires.
- Objective 2: Shorten time to productivity, reduce time to competency. To reduce the ratio of human capital expense to operating expense, companies must provide new hire experiences that protect attraction, recruitment, and hiring investments.
Meeting these objectives requires that companies understand: the new hire's first impression and what can be done to strengthen that impression; the sense of community requirements necessary to support socialization; recommendations for increasing the speed of acclimation, assimilation, engagement, and productivity; suggestions for innovation and improvement; and feedback on the new hire experience.
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