Your onboarding doesn’t have to suck & rock your job descriptions
Do you want to discover more facts about employee onboarding in 2021? Do you wonder if there should be any difference in terms of job descriptions after COVID? This episode will give you a clear picture of post-pandemic’s hiring. Have fun watching and reading!
Alright alright alright! Grab your learning juice of choice. I’ll be having some orange and papaya tea today. Today we’ll talk about onboarding and job descriptions! It’s time to explore why you probably suck at both, and then we’ll tell you how to change that! Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career!
Let’s check out the first article I picked.
10 Employee Onboarding Statistics you Must Know in 2021
There’s an 88% chance that you’re awful when it comes to employee onboarding. Apologies for the rude awakening… I guess. Don’t worry, there are ways to fix it! We’ve read “10 Employee Onboarding Statistics you Must Know in 2021”. Here are some stats and learnings.
- If you didn’t know Layla , onboarding programs improve your employees’ retention by 82% and their productivity by over 70%.
- 87% of organizations say that buddy programs boost new hire proficiency. They’re easy and free – yet only 47% of you do it.
- Your onboarding program is probably way too short. In fact, most organizations only dedicate one week to it – the best programs extend throughout the employees’ first 90 days. They can even be one year long!
- 81% of organizations believe that cross-boarding is just as important as onboarding! And yet only 27% of organizations onboard employees who are promoted or moved to a new position. For those of you who aren’t familiar with this, cross-boardings focus on social activities and sharing role-specific information, since you don’t need to spend any more time on sharing general information about your company with people who’ve already worked with you for a while – right?
Now onto article number two!
Adapting the Job Description in the Post-COVID-19 Business Environment
Once upon a time in the same exact place where you are now, wherever that is, standard job descriptions included: the reporting structure, high-level purpose, key skills, and attributes for the ideal candidate. That was… pre-COVID.
We’ve read Atta Tarki’s piece for DailyRecruiting: “Adapting the Job Description in the Post-COVID-19 Business Environment”. Let’s talk about it! Your job description NOW should: explicitly share the details of the role with activity metrics, tactical objectives, and desired outcomes. So:
- clearly explain what’s expected of the new hire
- help the candidate understand the full value chain and how their tactical achievements feed the success of the company
- share the company’s big-picture desired outcomes
You can then provide apprenticeship in those areas where the new hire is underperforming, avoid for your managers to waste their time, and for them micromanage.
Now onto the…
The more barbaric your treatment of candidates, the more demonic their reviews!
Here’s a funny one – well… maybe just in hindsight… from a safe emotional distance. We’re in Pittsburg, circa 2007. An innocent candidate gets stuck in a horrible traffic jam on their way to an interview. Stuck in a traffic jam… mid-way through a tunnel! Doesn’t this sound like the beginning of every horror story ever…? In fact, it did turn into a nightmarish situation, when the candidate finally had cell signal again. There you go – voice mail!
As the candidate’s in cold sweats, he hears the recruiter’s voice screaming “You should have never applied if you weren’t going to show up. I can’t believe how unprofessional you are, blah blah blah.” Calm down, Trevor!!??! Trevor (no clue what your real name is) – your mistake here was to assume the candidate had ghosted you. Thankfully, you were such a jerk that it helped the candidate move on.
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