Ned Dwyer’s Post

Starting a new job can be daunting, but it doesn't have to be. Tammy Harper, Chief Human Resources Officer at CAI, shares insightful strategies for making the onboarding process a seamless and welcoming experience. "Every new hire should feel like a valued member of the team from day one," says Tammy. At CAI, we're committed to nurturing a supportive environment that sets everyone up for long-term success. Check out Tammy's feature in the Rochester Business Journal for tips to optimize your onboarding strategy below.

Starting a new job can be daunting, but it doesn't have to be. Tammy Harper, Chief Human Resources Officer at CAI, shares insightful strategies for making the onboarding process a seamless and welcoming experience. "Every new hire should feel like a valued member of the team from day one," says Tammy. At CAI, we're committed to nurturing a supportive environment that sets everyone up for long-term success. Check out Tammy's feature in the Rochester Business Journal for tips to optimize your onboarding strategy below.

Starting a new job can be daunting, but it doesn't have to be. Tammy Harper, Chief Human Resources Officer at CAI, shares insightful strategies for making the onboarding process a seamless and welcoming experience. "Every new hire should feel like a valued member of the team from day one," says Tammy. At CAI, we're committed to nurturing a supportive environment that sets everyone up for long-term success. Check out Tammy's feature in the Rochester Business Journal for tips to optimize your onboarding strategy below.

Want to maximize new hire retention? Have two onboardings - A company contextual onboarding - A role specific onboarding The company contextual onboarding will cover: Mission and vision Core values and culture Hiring and firing practices Managing expectations Annual and quarterly goals Key leaders and decision-makers Philosophies around pay and benefits The role specific onboarding will cover: Job description and department expectations Key performance indicators (KPIs) tracked Systems and technologies used Meeting schedules and cadences Tools and methods for achieving KPIs

Want to maximize new hire retention? Have two onboardings - A company contextual onboarding - A role specific onboarding The company contextual onboarding will cover: Mission and vision Core values and culture Hiring and firing practices Managing expectations Annual and quarterly goals Key leaders and decision-makers Philosophies around pay and benefits The role specific onboarding will cover: Job description and department expectations Key performance indicators (KPIs) tracked Systems and technologies used Meeting schedules and cadences Tools and methods for achieving KPIs

Want to maximize new hire retention? Have two onboardings - A company contextual onboarding - A role specific onboarding The company contextual onboarding will cover: Mission and vision Core values and culture Hiring and firing practices Managing expectations Annual and quarterly goals Key leaders and decision-makers Philosophies around pay and benefits The role specific onboarding will cover: Job description and department expectations Key performance indicators (KPIs) tracked Systems and technologies used Meeting schedules and cadences Tools and methods for achieving KPIs

Want to maximize new hire retention? Have two onboardings - A company contextual onboarding - A role specific onboarding The company contextual onboarding will cover: Mission and vision Core values and culture Hiring and firing practices Managing expectations Annual and quarterly goals Key leaders and decision-makers Philosophies around pay and benefits The role specific onboarding will cover: Job description and department expectations Key performance indicators (KPIs) tracked Systems and technologies used Meeting schedules and cadences Tools and methods for achieving KPIs

💡 A winning 30-60-90 trajectory! 💡 For those companies that have a 60 or 90 day guarantee with a recruiting firm upon hiring one of their candidates, this could help you insure retainment! Worth the read. Let's face it, you want to set your new hires up for success—after all, you’re excited to have’em on board and paid a lot of money to do, so make sure they feel that enthusiasm and support from the get-go. There’s no better way to pump up your new people than with your 30-60-90 day onboarding framework. I found this step-by-step exploration of how you can empower your employees from day one, streamline onboarding, and drive organizational success. This structured onboarding plan is designed to help you smooth out your new hires’ first three months so you can clearly establish expectations, feedback, and planning to boost their capabilities and connection. Below is the link for Workable’s free guide. Why not? Can't hurt to try it out...it's FREE! Follow: Audra Baker Follow: Tiello #recruiter #electricalconstruction #HR https://lnkd.in/gTRyUukQ

First impressions matter. When a candidate has a great onboarding experience… They are much more likely to WANT to hit the ground running. This is true whether they’re an internal or external (staffing firm) hire. And it’s one of the reasons that we work so hard to make sure our candidate onboarding process mirrors our client’s internal one… Little things like this matter.

Are you prepared for the unvarnished truth? New hire feedback can be a game-changer for your onboarding process. Embracing honest feedback is crucial for continuous improvement. Here's why it matters: 1.Fresh perspectives: New hires offer unique insights into your process. 2.Identify gaps: Uncover areas where your onboarding falls short. 3.Boost retention: Address concerns early to improve long-term retention. To gather meaningful feedback: • Use anonymous surveys for candid responses • Conduct one-on-one check-ins • Implement a suggestion box system Remember, feedback is a gift. It's not about perfection, but progress. Use this opportunity to refine your onboarding and create a stellar first impression. Are you ready to listen and evolve?