Hiring & Onboarding Introduction:

Hiring isn’t as easy as it used to be. Companies today have an unprecedented level of competition and challenge in attracting new hires. A great deal of time and energy goes into finding and hiring a new employee.

The good news is that there are ways to distinguish your company from the competition and improve your ability to hire qualified candidates. Many of these methods boil down to transparency about your company, the role, and thinking of your company’s culture as part of your “employment brand.”

Employment brand is essentially your company’s reputation regarding your culture and treatment of employees. Essentially, hiring is greatly impacted by all the work you’ve put into the other topics you’ve read about on this site.

In addition to hiring, onboarding is extremely important, and it again ties in with both your company culture and the concept of an “employment brand.” It is often something people think lasts for a short period of time – maybe a day or two – just long enough to complete the required new hire paperwork and meet everyone. But actually, it’s a minimum of six months before a person starts to really feel comfortable and aware of the parameters of their new job.

A strong, well-organized onboarding program communicates to the entire company (or workgroup) how important it is to fully welcome a new hire and help them get started on the right foot. It also helps to communicate expectations to everyone regarding acceptable behavior and proper work productivity.

If you are intentionally cultivating culture and dedicated to supporting high performance, a proper onboarding process has an incredibly important impact on the employee experience, thus driving a positive culture and high employee engagement.

Read the following best practices and the content on those best practices to learn more.