Hiring & Onboarding (Orientation) Cost Savings Web: Toll-Free:
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1 Hiring & Onboarding (Orientation) Cost Savings Web: Toll-Free:
2 Welcome to Hiring & Onboarding Cost Savings Oct. 22, 2014 Sponsored by TeamNFP & Your MIP Business Partner
3 Housekeeping Items Please mute yourself Use the Chat window if you have a question or technical issue CPE s & Certificates please provide your info Recording & Slides will be available send request Short demos after the session Feedback survey ed after the session
4 COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 4
5 AGENDA Before You Hire Hiring Process Orientation and Onboarding COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 5
6 COST OF BRINGING IN A NEW EMPLOYEE An $8/hour employee can end up costing a company around $3,500 in turnover costs, both direct and indirect. Companies spent an average of over $1,200 annually per employee. Takes on average 6.2 months for the employer to break even with the investment of a new employee. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 6
7 WHAT A BAD HIRE CAN COST YOU Hiring a bad employee can cost your business $25,000- $50,000 per employee. Productivity can decrease up to 41%. Costs to recruit and train another employee is about 20% of the employee s annual salary. Courtesy of cbsnews.com COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 7
8 BRINGING SOMEONE ONBOARD Task Analysis Refine & Create Job Hiring Fair Orientation Hire Interview COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 8
9 DO YOU REALLY NEED TO HIRE? MAYBE NOT Before starting down this road Make sure; don t hire just because someone leaves What do you need: full-time, part-time, intern, outsource Beware of Passive Candidates ; rise of Poachable app to lure people away; 1/3 of employees want to quit according to Achievers Ethics of hiring Plan so that all treated the same Because of fraud; always do background checks and verify info Evaluations must be objective, frequent, and based on tasks from job description COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 9
10 RIGHT TO WORK STATES (Courtesy of the national right to work legal defense foundation) COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 10
11 Task: TASK ANALYSIS COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 11
12 TASK LISTING WORKSHEET COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 12
13 CREATE OR REFINE APPROPRIATE JOB DESCRIPTION Narrow down the position to create a specific title. Provide enough detail when creating the job description. Focus on action items; keep simple and understandable. Provide what the job is like conditions, on call requirements, on call, ADA kinds of issues etc. Include career path to improvement. Make sure it doesn t overlap existing jobs or job titles. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 13
14 HIRING FAIR: TALK LITTLE; KEEP IT SHORT; DON T LOOK FOR SKILLS COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 14
15 REVIEW CANDIDATES Did the prospect deliver the task on time? Hold Info meeting. Allow prospect to complete another task. Measure all their abilities. DON T READ RESUMES UNTIL THEY PASS. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 15
16 INTERVIEW Only ask bona fide occupational questions that are relevant to the job. Have someone with HR legal background review. Stick to the script. Record the session. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 16
17 HIRE RIGHT Start with orientation more than here s your desk; there s the bathroom. Continue with onboarding. Listen to the grapevine about the employee. Get feedback from the new hire. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 17
18 WHAT IS ORIENTATION? An event in which a new employee is introduced to coworkers, and is given information such as working hours, place of work, performance standards, benefits and facilities, and names of the immediate and other officers. Takes place during the first week. Lasts as long as it takes; may include other training CPR, Heimlich etc. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 18
19 USE A SYSTEMATIC APPROACH TO ORIENTATION & OTHER TRAINING 1. Have a goal 2. Audience- characteristics 3. Task listing and analysis 4. Objectives 5. Validations 6. Media Selections 7. Production 8. Evaluation and Revision COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 19
20 10 CHARACTERISTICS OF SUCCESSFUL ORIENTATION PROGRAMS 1. Feeling of security in the new employee. 2. Opportunity to meet top-level management, supervisory staff and fellow workers. 3. Basic understanding of the company: history, products, organization, and service to workers. 4. Knowledge to help to get the job done. 5. Information on supplies and equipment available and how to secure them. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 20
21 10 CHARACTERISTICS OF SUCCESSFUL ORIENTATION PROGRAMS (CONT D) 6. Familiarization with basic job duties and responsibilities, how the job relates to other jobs and supervisor's performance standards and expectations. 7. Clear understanding of terms of employment and working conditions. 8. Information on opportunities for on-the-job training and advancement. 9. Understanding of community and customers served. 10. Understanding of company policy, rules, regulations, traditions, and ways of doing things. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 21
22 CAUTIONS TO OBSERVE IN ORIENTATION 1. Orientation topics and procedures fit your company 2. Assign responsibility 3. Include cross section of employees to help with orientation 4. Looks for examples of successful programs by other nonprofits 5. Don t overwhelm the employees with too much info 6. Use a checklist to make sure all topics are covered; document 7. Share important info both verbally and in writing 8. Show how the employee s job relates to others and fits in to the nonprofit 9. Spell out job expectations, responsibilities 10. Get feedback from employee constantly during orientation & onboarding COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 22
23 WHAT IS ONBOARDING? A process in which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. Not just a one day event, it s a process COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 23
24 ONBOARDING FACTS First 90 days are most critical for long-term success 1 in 6 employees quit due to ineffective onboarding 40% believe time and money are wasted on ineffective onboarding $10,000 wasted every year Courtesy of Bamboo HR COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 24
25 ORIENTATION VS. ONBOARDING Courtesy of ICIMS Inc. COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 25
26 HELPFUL WEBSITES FOR HIRING Professionals-Tax-Center-Information-for-Payroll-Professionals-and-Their-Clients conference/staffing/9.1_contractors.htm COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 26
27 HELPFUL ONLINE INFO HRE Online HR Daily Advisor Human Resource Executive SmartBrief on Workforce Workplace HR & Safety COPYRIGHT 2014 BY BUSINESS SUCCESS CENTER ALL RIGHTS RESERVED. 27
28 Thanks & Next TeamNFP/Partner Webinar Special thanks to Jan Triplett for this presentation Thanks to our TeamNFP Business Partners who helped get the word out. They sell and work hard to help you make the most of Abila s MIP and TeamNFP software. 1 st Quarter 2015 Webinar Topic: Using Abila s Knowledge Base. Tuesday, January 20 th at 3:00 CST.
29 Adding Security & Value to Your Abila MIP Financial Software Investment Web: Toll-Free: Thank you for joining us!
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