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Recruitment Onboarding Process 10 15 2009

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The document outlines the objectives and process steps for coaching and evaluating new employees, onboarding new employees, and recruiting candidates. It discusses providing resources and feedback to help new employees feel successful from day one. The onboarding process involves organizing workspaces, training, setting expectations, and introducing employees to company culture through orientations and tours. The overall goals are to reduce uncertainty, set employees up for success, and leverage best practices to select qualified candidates.

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COACHING & EVALUATION OBJECTIVES: Provide an experience that reaffirms the new employee’s decision to join the company Reduce/eliminate the fear and uncertainty a new job/company may create PROCESS STEPS : Identify staffing need (backfill or new position) Update job description and review comp information Complete job requisition and gain approval Determine screening tools (i.e., job boards, social networking sites, blogs, special organizations) Create internal/external job posting and post Screen and process candidates Acknowledge applicants Include a prescreen questionnaire Profile applicants against job requirements Notify those not meeting minimum requirements Seek and follow up on employee referrals Conduct phone screens Present prescreened applicants to hiring manager Coordinate on-site interviews and any travel plans Determine # of interviews and method to be used Prepare the interview team Administer pre-employment testing (online or on-site) Review candidate’s with the Hiring Manager for a decision and to finalize the job offer Extend the job offer and send out the paperwork Communicate drug screen and paperwork return dates, “Day One” schedule, dress code policy, etc. Pre-board by providing access to the Intranet to read up on the business and product lines, review HR and office policies/procedures, etc. Review drug test and background check results Ask hiring manager to call and express how excited the individual is joining the company Close posting and ask for hiring manager’s feedback OBJECTIVES: Set the new employee up for success from “Day One” by providing the right tools, resources and knowledge to do the job Help the new employee feel confident, competent and valued WHAT’S INVOLVED: Share info on success measures, departmental plans, strategies and goals, how the new employee’s performance will be assessed, their bonus and promotion criteria and what is expected their first week and month on-the-job C reate a “Development Plan” and enroll the new employee in training based on identified needs Share preferred communication method, frequency and escalation procedures Arrange shadowing opportunities and meet after to discuss their observations and address any questions Make sure needed resources and tools are available and working Manage by walking around, stopping by the new employee’s work area – demonstrate accessibility Check in with the buddy/mentor to see how things are going and what additional support is needed Be ready to hand over projects and discuss specific tasks and responsibilities after the initial acclimation Provide performance feedback, both positive and corrective, as soon as possible after the event or action Seek and document specific performance examples for use during coaching opportunities, 1-1 meetings Conduct “30, 60 and 90 Day Interviews” to gain insight into whether initial job, company and training expectations match reality OBJECTIVES: Leverage technology, tools and recruiting “Best Practices” to create a talent pipeline designed to decrease time-to-fill and cost-per hire Select the right person for the job ONBOARDING PROCESS RECRUITMENT PROCESS PROCESS STEPS: Organize work space and communicate phone, email, and computer requirements to IT (software, files) Order business cards (if position warrants) Designate and prepare a buddy/mentor Announce new employee’s start date, position and background info inside and outside the department Finalize “New Employee Checklist” Day One, Week One, 30-60-90 Days Prepare OJT, elearning and other learning sources Set initial performance expectations Make sure lunch plans have been set A dd new employee information into database, set up and maintain employee file(s). Conduct “New Hire Orientation”: Process I-9 and “New Hire” paperwork Create a name badge, provide office key (if needed) Have an executive team member welcome and share the “Company Story” and the message, “You are the voice of the company to our customer” Provide insight on the culture, organizational structure, products and customer service support Use employees to help share compelling stores, and examples that differentiate and highlight what makes this company a great place to work Describe the competitive landscape Tour the facility/departments (“Scavenger Hunt”) Hit on key company policies, procedures, benefits Go over “Cheat Sheets” for office applications Evaluate training (Kirkpatrick “Level One”) Arrange lunch with manager and/or department

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Recruitment Onboarding Process 10 15 2009

  • 1. COACHING & EVALUATION OBJECTIVES: Provide an experience that reaffirms the new employee’s decision to join the company Reduce/eliminate the fear and uncertainty a new job/company may create PROCESS STEPS : Identify staffing need (backfill or new position) Update job description and review comp information Complete job requisition and gain approval Determine screening tools (i.e., job boards, social networking sites, blogs, special organizations) Create internal/external job posting and post Screen and process candidates Acknowledge applicants Include a prescreen questionnaire Profile applicants against job requirements Notify those not meeting minimum requirements Seek and follow up on employee referrals Conduct phone screens Present prescreened applicants to hiring manager Coordinate on-site interviews and any travel plans Determine # of interviews and method to be used Prepare the interview team Administer pre-employment testing (online or on-site) Review candidate’s with the Hiring Manager for a decision and to finalize the job offer Extend the job offer and send out the paperwork Communicate drug screen and paperwork return dates, “Day One” schedule, dress code policy, etc. Pre-board by providing access to the Intranet to read up on the business and product lines, review HR and office policies/procedures, etc. Review drug test and background check results Ask hiring manager to call and express how excited the individual is joining the company Close posting and ask for hiring manager’s feedback OBJECTIVES: Set the new employee up for success from “Day One” by providing the right tools, resources and knowledge to do the job Help the new employee feel confident, competent and valued WHAT’S INVOLVED: Share info on success measures, departmental plans, strategies and goals, how the new employee’s performance will be assessed, their bonus and promotion criteria and what is expected their first week and month on-the-job C reate a “Development Plan” and enroll the new employee in training based on identified needs Share preferred communication method, frequency and escalation procedures Arrange shadowing opportunities and meet after to discuss their observations and address any questions Make sure needed resources and tools are available and working Manage by walking around, stopping by the new employee’s work area – demonstrate accessibility Check in with the buddy/mentor to see how things are going and what additional support is needed Be ready to hand over projects and discuss specific tasks and responsibilities after the initial acclimation Provide performance feedback, both positive and corrective, as soon as possible after the event or action Seek and document specific performance examples for use during coaching opportunities, 1-1 meetings Conduct “30, 60 and 90 Day Interviews” to gain insight into whether initial job, company and training expectations match reality OBJECTIVES: Leverage technology, tools and recruiting “Best Practices” to create a talent pipeline designed to decrease time-to-fill and cost-per hire Select the right person for the job ONBOARDING PROCESS RECRUITMENT PROCESS PROCESS STEPS: Organize work space and communicate phone, email, and computer requirements to IT (software, files) Order business cards (if position warrants) Designate and prepare a buddy/mentor Announce new employee’s start date, position and background info inside and outside the department Finalize “New Employee Checklist” Day One, Week One, 30-60-90 Days Prepare OJT, elearning and other learning sources Set initial performance expectations Make sure lunch plans have been set A dd new employee information into database, set up and maintain employee file(s). Conduct “New Hire Orientation”: Process I-9 and “New Hire” paperwork Create a name badge, provide office key (if needed) Have an executive team member welcome and share the “Company Story” and the message, “You are the voice of the company to our customer” Provide insight on the culture, organizational structure, products and customer service support Use employees to help share compelling stores, and examples that differentiate and highlight what makes this company a great place to work Describe the competitive landscape Tour the facility/departments (“Scavenger Hunt”) Hit on key company policies, procedures, benefits Go over “Cheat Sheets” for office applications Evaluate training (Kirkpatrick “Level One”) Arrange lunch with manager and/or department