Reduce Time To Proficiency Through Onboarding Solutions

Reduce Time To Proficiency Through Onboarding Solutions
Summary: Organizations invest time and money in their recruitment journey. Even with a great employer experience, a candidate joining the organization is sheer luck, as most of the active job seekers have multiple offers in hand.

Onboarding Solutions: How These Can Be Of Great Help To You

When the war for talent is on, it is hard to attract the right employees. Recruiters have to work day in and day out to scan through resumes, conduct multiple interviews and assessments to find the right candidates.

Candidates accepting the offer letter or joining the organization is only half the journey for organizations. Unless the new hires are proficient, productive and contribute to the top line,
the purpose of recruitment is not met.

Here are general challenges that organizations face with new hires:

  • However diligent recruitment process is, it is impossible to eliminate skills competence difference in hired resources and the desired level of skills and competence.
  • The onus is on the organization to bridge this gap through training. Several organizations struggle with the lack of trainers, training resources and training effectiveness.
  • New hires come from various walks of life, they have a cultural difference, their learning abilities are different, their inquisitive levels and IQ levels are different. Each learner needs his own time-space to learn.
  • In the absence of an efficient training intervention, the efficiency of the new hires is average to low when they hit the production floor. Sometimes a cultural alignment is missing that hampers the productivity.
  • The line managers receive resources whose productive readiness is low. It becomes the lines manager’s responsibility to upgrade these new resources for readiness. Line managers are often laden with operational issues and the training takes the back seat.

A good onboarding strategy can help organizations to reduce the time to the proficiency of new hires. It can enable them to adopt the new culture, fill the skills and competence gap and make them productive.

Right Approach To Onboarding

An onboarding solution can be a one-hour video or one hour of eLearning about your organization and its various policies/processes. It might be a presentation by a few of your employees. Or it can be an engaging blended program. A good onboarding program can impact the productivity of your new hires as well as create a great first impression on your fresh talent.

Here are some thoughts on the right approach to onboarding success:

  • Avoid The One-Size-Fits-All Approach
    Each organization is different. One cannot copy from popular case studies and apply it to their organization. While it is good to consider the best practices, organizations must create their unique secret sauce of success.
  • Blended Learning For Onboarding
    One single pattern or mode can be boring and sometimes ineffective. It may not address the needs of all type of learners. Use various modes of training, and modalities of content can make the onboarding exciting.
  • Start As Early As Possible
    The time of starting the onboarding also impacts how quick your new hires are productive. The sooner, the better.
  • From Onboarding Event To Onboarding Process
    Many organizations make onboarding a 1- /2-day event. It is better to spread this event into a learning networking process for new hires.
Ensure Success From The Start With The Right Onboarding Solution!
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Impact Of A Great Onboarding

A great onboarding program can benefit your organization in many ways like:

  1. Reduced time to proficiency
  2. Better employee engagement
  3. A lasting employee experience
  4. Network with other colleagues within and across business functions
  5. Comfort level at the new workplace

Compliance Training

Last but not least, let's not forget that every year, organizations pay billions of dollars for non-compliance with the laws of the land. A lot of non-compliance incidents happen because employees were either, not trained or not proactive even if they have had formal training.