Onboarding Services

You’ve spent a lot of time, money, and effort trying to recruit the best candidates for your job openings. You’ve made formal job offers, and they’ve accepted. Now it’s time to give them everything they need to get started on the right foot, fully integrating into your organization’s culture, and quickly contributing to its mission.

Onboarding is the process of helping new employees achieve the expectations and goals you had in mind when you hired them. This includes such things as feeling comfortable in their new surroundings, understanding the culture and traditions of your organization, and forming strong working relationships with their colleagues. The ultimate goal of onboarding is to turn a new “hire” into a productive “employee” as quickly and efficiently as possible. Whether you want a half-day orientation that consists of little more than reading the employee handbook and filling out forms or whether you want a more formal agenda for onboarding that include a variety of activities, meetings, and events, our Onboarding consultants can help you deliver the best onboarding programs that suits your organisation’s needs and culture. According to the Boston Consulting Group, organizations with strong onboarding programs see 2.5 times the profit growth and 1.9 times the profit margin of those who don’t.

When a new employee leaves the job prematurely, it usually means one of five things went wrong:

5 Things That Can Go Wrong

A strong onboarding program can help nip all these problems in the bud and prevent a premature resignation or, worse yet, a dismissal. Many terminations that are written off as “bad hires” are actually the result of bad onboarding.

It seems like a mundane thing, but a good Employee Handbook can rescue you from many difficult situations. A bad one can rapidly land you in legal hot water. The Employee Handbook is a great way to get your employees up to speed quickly on everything from dress codes to holiday schedules. Our consultants can help you draft an Employee Handbook that covers various crucial points such as:

1. A statement explaining the doctrine of “employment at will”
2. A statement on compliance with equal opportunity laws
3. A policy prohibiting discrimination and harassment
4. An explanation of employment classification (exempt vs. non-exempt employees) and overtime rules
5. Family and medical leave policies
6. Employee health, safety, and security issues
7. Attendance and leave policies
8. Discipline policies
9. Termination policies

As you can see, not everyone can draft an employee handbook. We strongly recommend you hire a professional HR consultant like us who specializes in handbooks to write your Employee Handbook. The Employee handbook we draft for your organisation will be vetted by a lawyer who specialises in labour law and will be updated with the latest labour and worker provisions.

You can’t manage what you don’t measure. Some key aspects to quantify are:

Developing a strategic, formal approach to onboarding will lead to greater employee retention and management. If your organization suffers from a one-size-fits-all orientation approach, and if you believe that talent is walking out your door, it makes business sense to review and strengthen your new-hire process.