The Importance of Personalised On-Boarding
As recruiters we have a responsibility to prepare people for new job roles. Is real job-on-boarding more a test of their ability to get out of the water to safety with the expectation that they have the desired skills and capabilities to take on the role?
To be outright honest, job on-boarding in most cases is either underperformed or under-personalised or both. Needless to say, it has a massive impact on why more than 50% of senior leaders fail to thrive in organisations. This not only has a financial impact, it has an emotional impact as well on the organisation, the individual and the recruiters.
Personalised On-boarding – the Baton must be passed to the Right People
To make sure things work out in favour of your organisation, on-boarding needs to be personalised so that people in your organisation can acquire the necessary knowledge, behaviour and skills to efficiently take on roles.
· Due diligence is the key
The drill begins even before a new role is created, at the time of selection. The process of hiring requires recruiters to pay high levels of meticulousness. Without this objective analysis, assessing the weaknesses and strengths of potential candidates and employees, the decisions are supported by insufficient evidence.
In today’s information rich world, providing a good explanation of what can be explained is critical to supporting smart decisions. It becomes even more important if you’re looking to design and implement job on-boarding efficiently.
· Have a look at the negatives
Whilst it may sound a little negative to start off by looking at the weakness of your potential hire, it is an important part of your recruiting strategy. It also remains true that nobody is perfect; there is always going to be something missing. However, by assessing the strengths and weaknesses of your potential hire, you’re in the best position to help them achieve success by filling in the gaps.
The HR personnel of any organisation can give a heads up on how to best manage and polish the skills of the employee and also enable an open conversation on the development and training they need to improve their skills and manage behaviours where necessary.
· Pre-screen them to make sure you end up hiring the right people
Pre-screening and collecting information about potential candidates is just the beginning. The time between offer acceptance and the new hire’s first day at work is the best time to understand the person even better and develop and prepare them for the role.
This can give your organisation an edge. You can continue with this assessment and begin your on-boarding through improved assessment. All parties involved in the process should be well-informed and motivated to figure this out and make use of the information to help them prepare for a great beginning.
The key to attracting a great workforce that can help your business attain greater heights of success is not only limited to a good strategy, it is dependent on the quality of your employees as well. Selecting competitive individuals with great skills and talent requires some serious work that demands clear and well-defined strategies in place. Without paying attention to all the steps, you cannot achieve long term success for your business.
Steve Jeffers | HR Director
Meridian Business Support Ltd