Sponsored by WORKFORCE DEVELOPMENT
Onboarding Works … New Year, New Hires!
Mark Woodka, CEO, OnShift E
very year many people resolve to eat healthier and exercise more. Every year! Usually they start great
but come March they are back to the status quo. Why? Going all-in doesn’t work for many people. True transformation takes planning and a step-by-step approach to be sustainable. If you’re like most, your organization has
committed to improve employee retention and control labor costs. A recent Argentum survey indicates that 86% of providers are signifi cantly challenged by recruiting and re- taining employees. Labor costs rank second, with 68% of respondents identifying this as a major hurdle for 2019. These issues are symptomatic of each other. Not only is the cost of turnover exorbitant but being short- staffed also leads to overtime and use of agency staff .
Focus On Onboarding In working with senior living providers, we’ve seen that 40% of employee turnover hap- pens within the fi rst 90 days of employment. This turns into a vicious cycle that cripples an organization’s ability to create a stable environment for quality care and service. Here are some key practices to start 2019
right and make your organization’s onboard- ing experience a great one.
Don’t Drop The Ball Before Day 1 How do you do that, you ask? It starts with your recruitment process. Times and conditions have changed. The recruitment process is now more than ever about the candidate. How and when hiring managers start communication sets the foundation of what a candidate can expect as an employ- ee. HR should consider, “How long does it take to schedule an interview after we re-
ceive an application?” If the answer is more than two to three days, your organization’s probably missing a lot of opportunities, and good candidates. Remember, candidates have options. The community down the street or the retail store across town can swoop in and hire applicants before your organization has even had a conversation with them. One of the most effi cient and eff ective
ways to communicate with candidates is through text messaging. After an application is received, software programs like OnShift Text2Hire can text and schedule candidate interviews using artificial intelligence. It works – to the tune of twice the hires in half the time.
Focus On A Friendly Orientation The success of any orientation program isn’t just based on the structure of training. I’ve found that organizations that have wel- coming staff members to facilitate training and act as a consistent resource for new hires are much more successful. Mentor- ship programs that pair a trusted employee with each new staff member are eff ective. In fact, more and more organizations have started to incentivize their mentors once an employee gets past the 90-day mark. This is a true win-win.
Monitor Progress, Celebrate Success New hires need to feel that they matter to the organization. The easiest and most eff ective way is from the top down. Com- munity leaders must engage with each new hire by dedicating one-on-one time. Leaders who show appreciation and
provide encouragement for new hires will make them feel welcome. A rewards pro- gram that recognizes new employees early
and often will help keep them engaged. Managers should consider rewarding ten- ure milestones beginning at the end of their fi rst or second week and then on a regular basis including the 30-, 45-, 60- and 90-day mark. Doing so shows them that your orga- nization appreciates their contributions and commitment. Conversely, it’s important to track poor performance indicators including coming in late or calling off to course cor- rect and set proper expectations. In addition, communication is a two-way
street. Providing new hires a way to off er feedback fast and frequently is critical. Au- tomating surveys to measure satisfaction and collect actionable comments allows leaders to intervene before issues snowball into turnover. Reducing turnover won’t happen over-
night. But by starting with these steps, your turnover issue will look much better by the end of 2019.
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