employee onboarding, Human Resources Training

Onboarding New Hires: How to Get them Quickly up to Speed, Engaged and Productive

Vendor-Onboarding

Onboarding is an activity that has got a far lesser share of importance than it should have. Although the most important exercise in selecting the new hires and acclimatizing them to the organization, it has hardly got its due, mainly because of the misconception that onboarding consists of only induction and orientation.

True, onboarding starts with induction, but the really purpose of onboarding is in bringing about a cultural connection between the new hire and the organization. For this reason, onboarding should be seen as not a destination, but a journey. Depending on the position for which onboarding is being done and the person’s outlook, it could stretch from a few weeks to a few months.

It is far easier to familiarize the new hire with the physical aspects of onboarding, such as the business practices, goals, objectives and policies, than to do so with that aspect of onboarding that really counts: the adaptation and assimilation of the new employee into the organization. Success in helping to achieve this is the benchmark of the effectiveness of the onboarding process.

TrainHR, a leading provider of professional training for all the areas of human resources, is organizing a webinar on September 5, at which organizations can learn how to strike their onboarding process rich. Marcia Zidle, the CEO of Leaders At All Levels, will be the expert at this session. Please enroll for this webinar by visiting https://www.trainhr.com/webinar/onboarding-new-hires:-how-to-get-them-quickly-up-to-speed,-engaged-and-productive–702598LIVE?wordpress-seo.

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So, what happens when the onboarding process goes awry? These are the results it brings about in the organization:

  • One in three new hires will leave the organization within half a year of joining
  • Nearly the same proportion of new executive hires fails to meet targets
  • Companies end up losing six out of ten new hires in a mere four years at the present average annual turnover rate of 10-15%.

The silver lining is that this entire process is reversible, as a study conducted by The Aberdeen Group has shown. Properly chosen and appropriately nurtured onboarding processes can arrest this decline by helping to retain as much as seven out of ten new leadership talents. Although true overall, as the study says, organizations have to factor in the significant discrepancy in the content and extent of these programs.

In explaining the elements of an effective onboarding process for new hires, Marcia will cover the following areas at this webinar:

  • Learn six mistakes to avoid in your new hire onboarding process
  • Identify the 4 C’s: The building blocks of an effective onboarding program
  • Recognize the difference between orientation and onboarding: They are not the same
  • Review the six best practices, with real-world examples, for implementing an onboarding program in your organization
  • Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager.

CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers and Supervisors, Team Leaders, and Staff Managers and Supervisors are some of the positions that will benefit from this webinar.

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About the speaker: A board certified executive coach, Marcia works with executives, management teams and high potential professionals. Marcia is the author of “The Effective Manager: What Really Works” handbooks and “Career Savvy: Life Preservers for Today’s Rough Seas and Tomorrow’s Raging Waters”.

She is the host of The Business Edge, a weekly internet radio show on the business channel of Voice America Media, giving practical advice to executives and managers on how to take their company, firm or practice to that next level with less stress and more success.

 

 

 

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hiring, Human Resources Training

Smart Recruitment: How to Attract, Interview and Hire the Best Candidates

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Isn’t recruitment all about hiring people? It is. Yet, anyone who thinks it is about just this much is missing the soul of the process: recruitment is about hiring the RIGHT people. So, what goes into picking the right candidates? How do organizations pick up people that fit the bill perfectly and go on to become star performers instead of becoming lackadaisical performers who underperform and affect the bottom-line?

Is it about just visiting jobsites, shortlisting profiles, phoning them to come over for an interview and rolling out the offer letter? These are steps in the recruitment process alright, but only mere tasks. The essence of the right recruitment process is in how to do all these, plus much more, rightly.

Smart recruitment is adapting a series of specific interviewing principles adapting the right technique, which will go a long way in absorbing the best talent that is available in the job market into the organization. This is the foundation to hiring the best fit for the organization, the direct result of which is a high-performing asset for the organization.

A webinar from TrainHR, a leading provider of professional training for the human resources areas, will offer highly valuable understanding of how to adapt smart recruitment into the organization, which will result in the positives it brings. Marcia Zidle, the CEO of Leaders At All Levels, will be the expert at this webinar.

Please visit https://www.trainhr.com/webinar/smart-recruitment:-how-to-attract,-interview-and-hire-the-best-candidates–702504LIVE to enroll for this July 30 webinar, which is going to add tremendous value to personnel who are involved in and have major stakes in recruiting candidates, such as CEO’s, COO’s, VP of Human Resources, Human Resource Professionals, Chief Learning Officer, Directors, Project Managers, Operation Managers and Supervisors, Team Leaders, and Staff Managers and Supervisors.

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The core purpose an interview process should serve is in helping to determine if the right match exists between the individual and the position she is going to fill. Marcia will show how to put a process in place, which will allow the organization to gauge the applicant’s behavior, values, motivations, and qualifications. In essence, the objective of smart interviewing is hiring the right people, at the right time, with the right skills, for the right position.

She will show what steps to adapt towards accomplishing this critical purpose of smart interviewing. These include:

  • Fine-tuning the shopping list
  • Focusing on behavioral interviewing
  • Developing questions to asses KSA’s
  • Using a rating scale & guide
  • Making a good hiring decision.

At this hour-long session, Marcia will cover the following areas:

  • Identify your interviewing style: The pro’s and con’s and how to be more effective
  • Create behavioral interview questions that go beyond the resume to assess a candidate’s capabilities
  • Develop a position profile – A multi-functional job description tool for recruitment, performance reviews and succession planning
  • Produce an interviewing guide with key questions and tips to ensure hiring the right person for the position
  • Ask the right questions to get applicants to speak openly while avoiding inappropriate and illegal questions
  • Make the interview count by avoiding the 7 top mistakes that hiring managers and recruiters make – even experienced ones
  • Develop selection criteria and rating system to ensure that your organization will not hire round pegs to fit into square holes

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About the speaker: A board certified executive coach, Marcia works with executives, management teams and high potential professionals. Marcia is the author of “The Effective Manager: What Really Works” handbooks and “Career Savvy: Life Preservers for Today’s Rough Seas and Tomorrow’s Raging Waters”.

She is the host of The Business Edge, a weekly internet radio show on the business channel of Voice America Media, giving practical advice to executives and managers on how to take their company, firm or practice to that next level with less stress and more success.

 

hr best practices, Human Resources Training

Using Behavior Based Interviewing to Select the Right Candidate

African American advisor consulting millennial couple in office

Conducting interviews for selecting the required candidate is one of the most important functions for an organization’s HR. Nobody can deny the supreme importance of this task, because, after all, is it not through interviews that candidates, who could possibly go on to become the organization’s precious resources, get selected?

However, where most organizations go wrong is in adapting the right technique for interviewing. They may have got all the steps to the interview right. They could have advertised in the right channel, they could have carried out the background check most diligently. They could set the perfect test for the candidate. Yet, where the HR in most organizations goes wrong is in using a fallacious parameter to assess a candidate.

Where do organizations go wrong? It is using skill or knowledge as the basis for evaluating the candidate at the interview. What is wrong with this, isn’t this after all the method all companies adapt, you might ask. Although a popular means for selecting the candidate, there is another, better proven and more effective method of selecting a candidate: behavior-based interviewing.

So, what is this concept of behavior-based interviewing? In simple terms, behavior-based interviewing is a mode of selecting candidates at interviews based on behavior and attitude, rather than on their academic qualifications. It is far too common to find organizations paying way too much attention to skills, knowledge and experience than needed and failing to use the behavioral parameter for assessing a candidate.

This method of interviewing takes the candidate’s past behavior as the criterion for weighing her suitability for a position. Past behaviors in certain conditions and the candidate’s ability to respond to situations and challenges are a sure indicator of how she is expected to behave in the future in any given circumstance.

Rather than spend all its energies on doing things the traditional way, HR could make the interview a lot more effective if it adapts this method of interviewing a candidate. Following this method is a sure antidote to premature resignations and terminations, most of which are the result of the incorrect behaviors and attitudes.

How do organization develop these methods? This vital learning, which could make the difference between hiring the right fit and the wrong one, will be taught at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of regulatory compliance, on July 9.

TrainHR brings the president and founder of Performance Development Strategies, Grant Schneider, as the expert at this sixty-minute webinar. Please visit https://www.trainhr.com/webinar/using-behavior-based-interviewing-to-select-the-right-candidate-702481LIVE to enroll for this webinar.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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The core of the learning that Grant will impart at this session is the importance of predicting behaviors of a job candidate. Asking behavior-based questions and evaluating the answers is the way to doing this. Grant will show how to frame such behavior-based questions. This learning will help organizations in hiring the correct candidate for the job based on more than just gut feeling.

Most organizations spend a fortune on the hiring process. Nothing is more frustrating for HR than to carry out all the steps for the interview, only to see the candidate leaving in no time. As a result of this learning, organizations can avoid taking the wrong hiring decisions by selecting the behavior-based method, which takes away the guesswork and chance from the hiring process.

Grant will cover the following areas at this webinar:

  • How to create and ask open-ended questions
  • How to solicit examples of past behavior to predict future behavior
  • How to take useful interview notes
  • How to get beyond the rehearsed answers to find out what a candidate is really thinking
  • How to establish interview evaluation criteria
  • How to identify and evaluate skills objectively

This session is aimed at the benefit of personnel that are closely connected with the hiring process, such as HR Professionals, CEO, Senior Vice President, Vice President Executive Director, Managing Director, Regional Vice President, Area Supervisor, and Managers.

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About the expert: Grant’s company helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy. Grant helps these organizations create change, develop managers and executives, and create high performing teams resulting in engaged employees and loyal customers.

Being a Certified Coach, he specializes in using an approach that helps organizations identify their vision of success, develop the roadmap, create goals, and then, most importantly, go on to achieve those goals.

Human Resources Training, interview, Interview training

Stay Interviews: A Powerful and Low-Cost Employee Engagement

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The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you’re meeting your employees’ expectations. Not just “How’s it going?”, but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?

The stay interview is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise, it’s designed to elicit what might motivate them to leave.
The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:

  • Provide a two-way conversation and a chance to ask questions
  • Get more in-depth understanding of that employee’s current motivation
  • Offer managers the opportunity to quickly reinforce the positives and deal with the employee’s concerns

A recent Harvard Business Review article ‘How to Keep Your Top Talent’ warns that 25% of your top talent plans to jump ship in the next year.The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That’s bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.

Many organizations use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach is a “stay interview.” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.

The Benefits of Stay Interviews:

  • They stimulate the employee: Most employees are excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them
  • They’re personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants
  • They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers
  • They are inexpensive: These informal interviews don’t require a budget. In most cases, a half to an hour of a manager and an employee’s time are the only major cost factors

Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It’s the single best tool you can give managers.

Learn more :  http://bit.ly/2YxV9cV

hr best practices, Human Resources Training, interview

Stay Interviews: A Powerful Employee Engagement and Retention Tool

Interview-Types

Anyone awaiting the “lifetime employment” situation is living in a time warp. Those days are clearly behind us. Having said this, retaining employees is very crucial for organizations, simply because talented employees, their ultimate resource, are very hard to find.

Organizations spend enormous amounts of energy and time trying to build a talent pool, which, once built, should be retained for the organization’s own good. Retaining talent and cutting on high attrition rates will not only bring down hiring and replacement costs; it also ensures continuity in the team and prevents the organization earning a bad reputation in the market as one that cannot retain talent.

What are the ways by which organizations can build and retain talented employees? These will be the topic of a webinar that TrainHR, a leading provider of professional training for the human resources industry, is organizing on March 11. Melveen Stevenson, CEO and founder of M.S. Elemental, LLC, a human resources and business advisory firm, will be the speaker at this webinar.

Please visit http://bit.ly/2INTXyc to enroll for this webinar. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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The essence of this webinar is on the ways by which organizations can make use of he powerful tool for employee retention, stay interviews. What is a stay interview and how is it useful in helping HR retain talented employees? A stay interview is an interview that HR carries out on an employee who has made up her mind to quit. To start the stay interview process, HR has to have credible information about the employee’s intention to quit. And then, it should structure the stay interview in a manner that is quite formal instead of being unstructured and loose.

It is HR’s responsibility to create an environment at the stay interview that will make the candidate feel at ease. Since the leaving employee has nothing to lose, it is quite possible that she will have no hesitation about opening up. HR should take a sympathetic view of the events or other reasons that are responsible for the employee’s decision to leave the organization.

This webinar will explain all the details of how to make a stay interview successful. And then, how is success measured? Is it when the employee has reversed her decision to leave? Is it when HR has elicited information from the leaving employee that could prove vital in building an environment of trust and cordiality that will pave the way for retention of future employees? These are some of the obvious questions about stay interviews.

Melveen will how HR can take a proactive approach that engages both the organization and the employees and put in place a stay interview process that will help the organization retain its best and brightest talent. This session is of huge benefit to those who are concerned with retaining employees, such as Human Resources Professionals at all levels, People Managers and Supervisors at all levels, Talent Management Professionals, Department Managers and Directors of Operations.

Melveen will address the following areas at this webinar:

  • Understanding the components of an effective stay interview strategy
  • Identifying your goals and commitments before engaging in the stay interview process
  • How to set up and prepare for the initial stay interview
  • Review of powerful, insightful questions for the stay interview
  • Best practices for following through with the stay interview.

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About the speaker:

A certified HR professional with a background in accounting and finance, Melveen helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.

 

Human Resources Training, interview, Interview training

How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews

recruiter-and-interviewee

Fremont, CA: TrainHR, a leading provider of professional training for the human resources industry, is organizing a webinar on the topic, “How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews” on February 13. The speaker at this one-hour learning session is Marcia Zidle, CEO of Leaders At All Levels.

Please visit https://www.trainhr.com/control/w_product/~product_id=702304LIVE/?wordpress-seo to enroll for this webinar.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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Whenever the organization’s HR senses that an employee is planning to leave the company soon, it should not hesitate to talk to the employee about it. This conversation should go beyond the superficial greetings and good wishes and small enquiries. This, however, should be done only after HR gets credible information that an employee, especially a senior or important one, is planning to leave. HR should be open, frank and specific during this one-on-one conversation. This session, called a stay interview, should be done to gauge the employee’s intention.

Depending on how well it is carried out, stay interviews can have the effect of helping the organization retain a key employee. It goes without saying that retaining the talented employee is of utmost importance for the organization, as a recent Harvard Business Review article entitled “How to Keep Your Top Talent” shows: it says that about 25 percent of an organization’s top talent plans to leave within a year of joining.

Since it is very critical for organizations to retain talented people, HR make effort to do so. In consultation with management, it should proffer concrete suggestions and offers for what the organization has in mind to retain the employee.

Probe the reasons

The essence of the stay interview is that it should probe why the employee is planning to leave. HR should come up with a set of questions that should, while being informal, should be standard and structured. It should dig out the reasons for which the employee has made up her mind to quit and should explore all avenues for retaining the employee.

The pay, the work environment, the growth prospects or lack of motivation or employee engagement-any of these could be reasons for which the employee is planning to leave. The stay interview should get to understanding the exact reason. At this webinar, Marcia will explain the ways of eliciting these. The core point of note is that when done properly, the stay interview can be very effective at reversing the employee’s decision to quit since they are personalized, give the employee the opportunity to speak her mind out, bring out concrete remedial actions, and are inexpensive.

She will cover the following areas at this webinar:

  • Identify five key factors that impact an employee’s desire to stay or leave
  • Recognize four possible “triggers” that cause the employee to consider leaving
  • Learn how to ask probing questions and conduct effective, efficient stay interviews
  • Survey a list of eight retention actions to increase employee’s loyalty and commitment
  • Review a sample of stay interview questions and develop your own customized list to ask
  • Discover how to develop stay plans for your employees and manage accountability
  • Develop a simple “how-to-toolkit” that includes who to select, how and when to approach; interview formant and how to handle possible resistance.

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About the speaker: Marcia Zidle is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.