Executive on-boarding is one of the most important aspects of the hiring process and if done in the right manner can ensure efficient management and better retention rates for new talent. In fact a great on-boarding experience can play a critical role in ensuring a rewarding and long-term partnership between the executives and the employers. Here it is important to mention that ensuring a great on-boarding experience is a multi-faceted process and depends on a wide range of organizational factors. It is the awareness of this fact that leads the hiring organizations to seek the services of companies offering professional executive on-boarding services. Discussed below are the various do’s and don’ts associated with this process that can help organization to ensure a truly exclusive experience for the new executives. Do’s As mentioned before an exceptional executive on-boarding experience can prove beneficial to the hiring organization in various ways. It can not only help on enhancing the employee brand but also drive engagement, increase productivity and boost retention. However, in order to exploit these benefits it is important to take the following steps. Ensure Proper Training Of New Talent Every organization is different and hence needs to make sure that its new executives are well informed about the ways things are done. For this they need to have a proper training program in-place which will provide the newest members of the workforce a clear understanding of the work environment and culture of their new company. It helps them to gain a better understanding of the best ways in which they can use their skills and expertise to enhance organization growth. Invest In Customised On-Boarding Programs Just like companies, no two individuals are alike, even if they share the same professional background and expertise. That is why it is advisable for the employing organizations to invest time and effort in developing customized on-boarding programs for every new executive. Opting for the one-size-fits-all method generally does not prove as effective besides which it might not cover all the ob-boarding aspects as applicable to specific executives. Ensure Effective Communication And Seek Feedback Effective communication and regular feedback are the two most important aspects of every successful on-boarding program. The employers need to be sure that they are available to clarify any doubts and queries that the new executives might have. At the same time they also need to be good listeners and show an interest in the views and opinions of these executives, even if they might not agree with them. It is also essential to seek feedback from the new recruits about their on-boarding experience so that any gaps can be filled well in time. Don’ts There are several things that can make result in making even the best on-boarding programs unsuccessful. To prevent this from happening, it is important for the hiring organizations to avoid the common on-boarding mistakes listed below. Wait Till The Day Of Joining Most organizations commit the mistake of waiting till the day of joining of the executives to initiate the on-boarding program. This according to the performance management consultants can prove to be a critical error as it will elongate the learning curve and make the executives feel disconnected on their first day of work. Leaving The Allotment Of Workspace Till The Last Once the recruitment of an executive has been confirmed, the organization should work towards setting up a dedicated workspace for them. Leaving the task undone till the very end can make the new executives feel disappointed and even rejected. Failure To Establish Expectations The recruitment team should make sure that the new executives are made well aware of what is expected of them during the on-boarding program. Failure to do so can lead to a downfall on the performance of the executives.
0 Comments
According to the job evaluation consultants in India, senior executives with the worst onboarding experiences were expected to provide immediate results. The organizations that had hired these executives believed that being hired for a senior level position left them with little time to be wasted on frivolous activities such as onboarding. Rather the organizations felt that the initial introduction about the company and its work culture provided to the candidates during the interviewing phase was enough to for them to start handling their roles and responsibilities in full swing from day one.
Most business organizations spend a considerable amount of time, effort and resources in finding and hiring the right candidates for an executive position. However, once the selected candidates join the organization, their onboarding process is not conducted with the same energy or effort. Even though the significance of onboarding is not lost on the hiring organizations, the programs they have in place generally have a short-term focus. The companies offering executive onboarding services consider that the reason for such an attitude is the belief of organizations in the common myths that have come to be associated with the onboarding process. The four key myths about onbaording that prevent the organizations from revamping their efforts in this respect are discussed below. Truth Behind Some Common Myths Related To Executive Onboarding Most recruiters fail to seek information from the candidate about their understanding of the hiring organization. This, according to the providers of executive onbarding services can prove to be a major hiring mistake. A good candidate will not only have gained vital information about the organization, but will be curious to learn more. A mediocre candidate generally feels satisfied by the limited information they have about the hiring organization and do not display any sense of connectivity with the organization.
There is no denying the fact that recruiting great talent has become an exhausting and stressful task. The homogenous mixture of candidates that the hiring organizations often come across for every job vacancy makes it extremely difficult to distinguish the truly worthy candidates from the mediocre ones. There is no sure shot method of identifying the appropriately talented candidates and weeding out the mediocre candidates. However, the lean coaching training consultants advise their clients to avoid making the below discussed 5 recruiting mistakes to minimize the chances of hiring mediocre talent. 1 : Not Reviewing The Recruitment Process 2 : Unclear Job Descriptions 3 : Not Assess Candidate’s Ability To Overcome Challenges 4 : Not Performing Thorough Background Checks 5 : Overlooking The Candidates Understanding About The Hiring Organization Studies have shown that the Companies that work using Lean methodologies and tools in their business, are more likely to succeed. They see at least five time more return on their investment as compared to a business that do not follow lean. This return when repeated annually can convert into savings and other benefits which would then be locked in by building and sustaining on the improvements achieved. Many companies opt for Lean Coaching Training Consultants in order to prepare their workforce to use lean to a maximum extent.
Companies usually attempt to achieve a Lean environment on their own without having to hire any external assistance. Although, there is nothing wrong with this strategy but it often results in a slew of trial and error methods that are being tested until some concrete method sticks. Not only is it time consuming, but is also more costly. Hiring Consultants not only help a speedy adaptation of Lean environment but also helps with Executive Onboarding Services by helping the onboarding executive adapt to the methodology in lesser time. Why Hiring Lean Coaching Training Consultants Is Important? |
AuthorCornerstone India is a leading player in CXO Search, Board Search for Independent Directors and Leadership Advisory services. Archives
July 2023
Categories
All
|