Instructor :
Diane Dee

Webinar ID:
15661

How badly do you want to retain your new hires???

It takes HR and Hiring Managers a lot of time and money sifting through resumes, conducting interviews, finding the person with the right skills who will also be a good cultural fit to narrow it down to one person. But you finally found the right person, made an offer, and it was accepted!

After all that time-consuming and expensive effort, you have your new hire ready to begin – excited and nervous on their first day of work. What you may not realize at this point is that your job is far from over.

You now need to direct your efforts to “recruiting” your new hire through his or her critical first few months on the job. And today, this is never more important as employers hire greater numbers of remote employees.

Onboarding occurs in the period between offer acceptance and full integration into your organization.

Your job is to have an effective virtual onboarding program in place to assist your new remote employees in acquiring the necessary knowledge, skills, and behaviors to become effective members of the organization.

In addition to dotting all the compliance i’s and crossing all the paperwork t’s, virtual onboarding should also help new remote employees feel like a valuable member of the team.

A warm welcome from teammates and a smooth introduction to the expectations of the new role can promote engagement and retention right from the start.

Traditional orientation programs usually consist of a data dump of information (policies and procedures, benefits information, safety information, etc.) on the new hire’s first or second day on the job.

This one-stop, one-time approach results in an information overload problem for your new employee.

Organizations could also experience additional challenges when developing an effective onboarding program. These challenges include preparation costs to the inability to personalize training and orientation.

Utilizing a phased-approach enables new employees to build relationships with co-workers and with those who will have a part in managing, coaching, mentoring and supporting them while working remotely.

A successful new hire orientation process requires:

• Planning
• Execution
• Follow-up of learning experiences with the new employee from the first contact
• The process doesn’t end there. Ongoing interaction with the new employee is essential.

Don’t short-change your new hires, and your organization, by not taking the time to develop a successful onboarding program to welcome new hires onboard effectively.

Join Now!

How badly do you want to retain your new hires???

It takes HR and Hiring Managers a lot of time and money sifting through resumes, conducting interviews, finding the person with the right skills who will also be a good cultural fit to narrow it down to one person. But you finally found the right person, made an offer, and it was accepted!

After all that time-consuming and expensive effort, you have your new hire ready to begin – excited and nervous on their first day of work. What you may not realize at this point is that your job is far from over.

You now need to direct your efforts to “recruiting” your new hire through his or her critical first few months on the job. And today, this is never more important as employers hire greater numbers of remote employees.

Onboarding occurs in the period between offer acceptance and full integration into your organization.

Your job is to have an effective virtual onboarding program in place to assist your new remote employees in acquiring the necessary knowledge, skills, and behaviors to become effective members of the organization.

In addition to dotting all the compliance i’s and crossing all the paperwork t’s, virtual onboarding should also help new remote employees feel like a valuable member of the team.

A warm welcome from teammates and a smooth introduction to the expectations of the new role can promote engagement and retention right from the start.

Traditional orientation programs usually consist of a data dump of information (policies and procedures, benefits information, safety information, etc.) on the new hire’s first or second day on the job.

This one-stop, one-time approach results in an information overload problem for your new employee.

Organizations could also experience additional challenges when developing an effective onboarding program. These challenges include preparation costs to the inability to personalize training and orientation.

Utilizing a phased-approach enables new employees to build relationships with co-workers and with those who will have a part in managing, coaching, mentoring and supporting them while working remotely.

A successful new hire orientation process requires:

• Planning
• Execution
• Follow-up of learning experiences with the new employee from the first contact
• The process doesn’t end there. Ongoing interaction with the new employee is essential.

Don’t short-change your new hires, and your organization, by not taking the time to develop a successful onboarding program to welcome new hires onboard effectively.

Join Now!

Key Objective: This webinar will outline the steps to developing an effective employee onboarding program that will lay the foundation for new employees’ entire careers!

Introducing a new onboarding program into your hiring process can mean the difference between retaining top new hires or watching them walk out the door after several months.

Research has supported the idea that effective onboarding can dramatically affect job performance and satisfaction, organizational commitment, and retention.

Recent evidence also suggests a poor organizational socialization process can result in a new hire’s emotional exhaustion and job burnout!

Ensuring the employment relationship starts on the right foot is crucial since the first experiences of a new employee in your organization are critical.

If executed correctly, a successful onboarding program will:

• Maximize your new employees’ understanding of their roles and responsibilities
• Greater organization commitment
• Boost their confidence
• Reduction in stress and intent to quit

In this interactive webinar, Diane Dee, a senior Human Resources professional with over 30 years of experience in the HR arena, will participants achieve exactly that and so much more…

Enroll Now!

Key Objective: This webinar will outline the steps to developing an effective employee onboarding program that will lay the foundation for new employees’ entire careers!

Introducing a new onboarding program into your hiring process can mean the difference between retaining top new hires or watching them walk out the door after several months.

Research has supported the idea that effective onboarding can dramatically affect job performance and satisfaction, organizational commitment, and retention.

Recent evidence also suggests a poor organizational socialization process can result in a new hire’s emotional exhaustion and job burnout!

Ensuring the employment relationship starts on the right foot is crucial since the first experiences of a new employee in your organization are critical.

If executed correctly, a successful onboarding program will:

• Maximize your new employees’ understanding of their roles and responsibilities
• Greater organization commitment
• Boost their confidence
• Reduction in stress and intent to quit

In this interactive webinar, Diane Dee, a senior Human Resources professional with over 30 years of experience in the HR arena, will participants achieve exactly that and so much more…

Enroll Now!

• “Onboarding” vs. “Orientation”
• Onsite onboarding vs. Virtual onboarding
• Onboarding new hires in virtual locations
• Why effective onboarding is so critical
• Benefits of an effective onboarding program
• Obtaining senior leadership buy-in when revising a current program or developing a new program
• Step-by-step approach to creating effective onboarding programs
• Developing and utilizing onboarding checklists
• Preparation work you MUST do before your new hires’ first day
• HR, Managers, IT and others’ responsibilities throughout the process
• Developing a “Buddy” program
• Asking for feedback from new employees
• Evaluating your new program

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.
3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

• “Onboarding” vs. “Orientation”
• Onsite onboarding vs. Virtual onboarding
• Onboarding new hires in virtual locations
• Why effective onboarding is so critical
• Benefits of an effective onboarding program
• Obtaining senior leadership buy-in when revising a current program or developing a new program
• Step-by-step approach to creating effective onboarding programs
• Developing and utilizing onboarding checklists
• Preparation work you MUST do before your new hires’ first day
• HR, Managers, IT and others’ responsibilities throughout the process
• Developing a “Buddy” program
• Asking for feedback from new employees
• Evaluating your new program

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.
3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

Everybody benefits from watching this. Even better when done as a group!

• Business Owners and Senior Leadership
• Human Resources professionals
• Recruiting professionals
• Talent Development professionals
• Managers & Supervisors
• Project Managers
• Team Leaders
• Operations professionals

Everybody benefits from watching this. Even better when done as a group!

• Business Owners and Senior Leadership
• Human Resources professionals
• Recruiting professionals
• Talent Development professionals
• Managers & Supervisors
• Project Managers
• Team Leaders
• Operations professionals