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Developing an Onboarding System to Retain Employees

As a leader and executive, hiring and onboarding probably falls under the umbrella of your official duties. Hiring talent is not simple, as it involves a number of moving parts. What direction is the company going in? What sort of talent do we want to recruit? How much of a budget do we have for new hires? How can we incorporate diversity into the team?

On top of all that, retention rates are at an all-time low. Over 30% of all employees admit they plan to leave their current job within the next year and 51% are actively searching for new jobs. In addition, Millennials, now a driving force in the working economy, are some of the hardest talent to recruit and retain. 6 out of 10 Millennials say they are open to new job opportunities and 21% switched jobs in the last year.

So how can you, as a leader, create a hiring process that vets long-term candidates and ensures that employee retention doesn’t dwindle for your organization?

Creating Onboarding Systems

You can’t be involved in every new hire across your organization or even team, so you need to create a system that allows everyone to evaluate a new hire for:

  • Appropriate skill sets

While no process or system is perfect, the idea is to create a series of checklists or points that an interviewer can cover to show how likely a candidate is to add value to your organization — and not leave in a year or less.

Depending on your organization, your onboarding system could include:

  • Asking the right interview questions. “Why did you leave your last job?” or “What are you looking for in your new position?” are interview classics, but can give great insights into a new hire who may not be in it for the long haul.

Onboarding for the Long Haul

Employees come and go; it’s just part of doing business. However, you should focus on incorporating skilled people into your company that will add value while they are with you — not just hiring the best new talent available.

Employees know when their work is valued and when a company is doing work they are interested in. As an executive, it’s your job to make it easier to connect talented people to the jobs they can do well.

Carl is a business psychologist and leadership development expert who focuses on the development of high performance leaders.

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