Why should you improve your employee onboarding program?

Employee onboarding is a very method used in talent acquisition.
If done right, employee onboarding process can easily become your secret weapon for hiring and retaining talent.

A successful employee onboarding program ensures that your best candidate actually shows up on their first day at the new job.

This is because a successful employee onboarding process starts at the moment your best candidate accepts your offer.
If you don’t engage you best candidates until their start date, they might accept a better offer or a counteroffer from their current employer.

It also helps to improve retention, engagement, satisfaction, and productivity of your new employees.

According to the Society For Human Resources Management (SHRM):

  • 69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
  • Organizations with a standard onboarding process experience 50% greater new-hire productivity.
  • 54% of companies with onboarding programs reported higher employee engagement.

3 best employee onboarding tips

Here are the best 3 tips that will help get the most out of your onboarding program:

Tip #1: Plan and organize 

If you want to maximize the power of your onboarding process, you need to carefully structure it. To learn how, check out our step-by-step Guide on how to successfully onboard new employees.

Keep in mind that:

  1. A successful onboarding is a process
    A successful employee onboarding is not an event that takes place on your new employee’s first day at the office. It is a continuous process that starts at the moment your best candidate accepts your job offer.
  2. A successful onboarding is people oriented
    A successful employee onboarding is not focused on tasks, but on people.
    The human touch drives onboarding success.  The secret of great onboarding is the fact that it makes your new employees feel welcomed and integrated into your company culture from the day one!

Tip #2: Automate 

Automating your employee onboarding process will help you save time and your nerves. There are many different employee onboarding tools you can use to easily automate your onboarding process.

There are 3 main types of employee onboarding tools:

  1. Checklists: Checklists are the most simple and straightforward tool that can help you onboard new employees.
  2. Specialized tools: Specialized employee onboarding tools are tools created for the sole purpose of improving the employee onboarding process.
  3. Integrated tools: Integrated tools are comprehensive, all-in-one tools that offer solutions for your whole HR management process, including payroll, benefits, time and attendance, etc.

Tip#3: Be creative 

To make your new employees’ onboarding experience truly unique, you need to get creative! Luckily for you, we compiled the best and the most innovative employee onboarding ideas and examples from experts to inspire you!

Here are 3 simple, but creative employee onboarding ideas you can easily implement:

  1. Welcome GIF or video: Gather your team and create a welcome video for your new employee!
    If your employees shy away from a camera or you don’t have enough time on your hands, go with the quicker version – create a welcome GIF!
  2. Decorate your new employee’s desk: Decorate your new employee’s desk with some balloons, welcome sign and maybe even some cake! You can also pack your company swag (such as branded notebook, pens, T-shirt, water bottle, etc.) as a present!
  3. 100th-day party: Throwing a 100 day on the job party for your employees is a great opportunity to shower them with some attention and remind them how much you are happy to have them joined your company.
People Management Mistakes That Small Businesses Tend to Make

While there are fewer employees to contend with in a small business, people management is just as important as in larger businesses. Since small businesses may have smaller HR departments or may not have any HR department at all, the responsibility of managing the people often falls on a manager or entrepreneur whose expertise is in a different area. As a result, a few management mistakes commonly occur.

Hiring Too Fast

When a position opens up in a small business, it leaves a large void. It is often necessary to fill the position quickly in order to keep the business running smoothly. Unfortunately, many hiring managers in small companies cave in from the pressure and hire someone that may be less qualified just to fill the position.

Not Allocating Enough Resources toward Training

Training takes time and money; there is no avoiding it. Many small businesses make the grave error of failing to properly train employees. A failure to properly train can cause a company to lose customers, make an employee feel unprepared and bitter towards the company, and cost the company money.

Failing to Document Performance Issues

Performance and behavioral issues are a problem for any company. Failure to document performance issues can give employees silent approval for unacceptable behaviors, which can lead to further behavioral issues and foster discontent among faithful employees that achieve the standards. If an employee is fired for performance or behavioral issues and no documentation is made concerning the issues, the employee may also be able to collect unemployment or sue for wrongful termination.

Not Firing In a Way That Benefits the Company

Many small business owners and managers fire employees according to personal relationships, tenure, and other reasons that have nothing to do with company performance and the bottom line. If it is necessary to fire someone because the business cannot afford to keep all of the employees in position, it is important to review performance factors and make a logical decision. If an employee needs to be fired because of performance or behavior, it is important to put personal feelings aside and focus on meeting the needs of the business first.

Failing to Comply with Employment Laws

Certain employment laws apply to businesses with just one employee, while other laws apply to businesses with 12 or more. Others apply to businesses with more than 50 employees. It is critical for employers to study these requirements and take the necessary steps to comply with all applicable laws.

Small business owners must be aware of human resource laws regarding:

  • Discrimination
  • Family leave
  • Military leave
  • Minimum wage requirements
  • Overtime
  • Safety standards
  • Disability

Misclassifying Employees

Some small businesses classify employees as contractors to save on taxes, but this can be a critical error if employees do not fit the legal description of contractors. Different laws may also apply if an employee is classified as part-time instead of full-time. Small business owners must be careful to classify employees properly so that they do not incur penalties.

Top 10 Don’ts When You Fire an Employee

Firing an employee is stressful for all parties—not just for the employee losing a job. No matter how well you’ve communicated about performance problems with the employee, almost no one believes that they will actually get fired. With cause, too. The average employer waits too long to fire a non-performing employee much of the time.

So, employees convince themselves that they won’t get fired: they think that you like them; they think that you know that they are a nice person, or you recognize that they’ve been trying hard. In fact, you may believe and think all of these things. But, none of your feelings matter when the employee is not performing his job.

Firing an employee may take you awhile—usually much longer than the circumstances merit. Because you are kind, caring, and tend to give employees another chance. But, these are the top 10 things you do not want to do when you do decide to fire an employee.

Don’t Fire an Employee Unless You Are Meeting Face-to-Face

169270617.jpg

Do not fire an employee using any electronic method—no emails, IMs, voicemails, or phone calls. Even a letter is inappropriate when you fire an employee.

When you fire an employee give them the courtesy that you would extend to any human being. They deserve a face-to-face meeting when you fire an employee. Nothing else works.

The fired employee will remember and your other employees who remain have even longer memories. And, no, during this time of social media dominance, don’t believe for a minute that the circumstances of the firing will remain secret.

You will have created a scenario in which your remaining employees are afraid to trust you. Or worse, they trust that you may harm them, too.

Don’t Fire an Employee Without Warning

104823912.jpg

Nothing makes an employee angrier than feeling blindsided when fired. Unless an immediate, egregious act occurs, the employee should experience coaching and performance feedback over time. Before you fire an employee, try to determine what is causing the employee to fail.

If you decide the employee is able to improve her performance, provide whatever assistance is needed to encourage and support the employee. Document each step in the improvement process so that the employee has a record of what is happening at each step. The employer is also protecting its own interests in the event of a lawsuit over the termination.

If you are confident that the employee can improve, and the employee’s role allows, a performance improvement plan (PIP) may show the employee specific, measurable improvement requirements. (A PIP is difficult, if not impossible, with a manager or HR staff, once you have lost confidence in their performance.)

Do not, however, use a PIP unless you are confident that the employee can improve. The agonizing process of meeting weekly to chart no progress is horrible for the employee, the manager, and the HR rep, too.

The actual termination—while almost always somewhat of a surprise—should not come with no warning.

Don’t Fire an Employee Without a Witness

157859735.jpg

Especially in the US, anyone can sue anybody, at any time, for any reason. In employment termination cases, the employee has to find a lawyer who believes he can win the case and thus, collect his fee. The best practice is to include a second employee in the meeting when you fire an employee.

This gives you an individual who hears and participates in the employment termination in addition to the manager. This person can also help pick up the slack if the hiring manager runs out of words or is unsure of what to say or do next.

This witness is often the Human Resources staff person. The HR person has more experience than the average manager, in firing employees, so can also help keep the discussion on track and moving to completion.

The HR person can also ensure that employees are treated fairly, equally, and with professionalism across departments and individual managers. This limits your liability when you fire an employee.

Don’t Supply Lengthy Rationale and Examples for Why You Are Firing the Employee

313567-021.jpg

If you have coached and documented an employee’s performance over time and provided frequent feedback, there is no point in rehashing your dissatisfaction when you fire the employee. It accomplishes nothing and is cruel.

Yet, every employee will ask you why. So, have an answer prepared that is honest and correctly summarizes the situation without detail or placing blame.

You want the employee to maintain her dignity during an employment termination. So, you might say, “We’ve already discussed your performance issues. We are terminating your employment because your performance does not meet the standards we expect from this position.

“We wish you well in your future endeavors and trust that you will locate a position that is a better fit for you. You have many talents and we are confident that you will locate a position that can take advantage of them.”

Or you can simply remind the employee that you have discussed issues with him or her over time, and leave it at that.

The more detailed you become, the less able you will be to use any of the information you discover following the employment termination in a subsequent lawsuit. And, as an employer, you will always find out additional information.

For example, think about a terminated HR staff person who had months of new employee paperwork in her drawer. The employees had not been enrolled in healthcare insurance.

In another example, a marketing employee had the entire bookkeeping for her bar which she operated in the evenings on her company-owned computer. (The employer was kind and gave her a copy of her bookkeeping which they didn’t need to do.)

HR Management Trends Continue

Business trends come and go, but they impact our daily work lives. When it comes to HR management, evolving technology and a shift in workforce needs will continue to shape the trends. 

As small business seek ways to operate more effectively, let’s examine four of the key trends the human capital management experts say will continue.

1. Flexible work schedules on the rise

“Flexible work arrangements” is a term you’ll continue to hear. One reason: Millennials now make up the largest generational share of the workforce, and work-life flexibility is a priority for this demographic.

More than half — 52% — of HR professionals say their companies currently offer flexible work arrangements to at least some employees, according to a Society for Human Resource Management (SHRM) survey. Even more interesting, SHRM members reported that retention improved when companies simply announced they were launching flexible work arrangements — that’s how much workers want this.

Some experts predict that employers who offer flexible work schedules will see gains in recruitment and morale, as well as a reduction in turnover.

Of course, not all companies are in a position to offer flexible work schedules. But for companies managing aggressive recruiting and retention goals, it’s certainly food for thought.

2. A growing remote workforce

Eighty to ninety percent of the American workforce would like to work remotely at least part time, according to a study by Global Workplace Analytics. No wonder telecommuting has increased by 115% in the last decade!

Employees who telecommute report higher morale, lower absenteeism and greater willingness to work overtime. It’s good for the environment, too — no commuting.

And contrary to what you might think, multiple studies indicate that remote workers demonstrate greater productivity, while saving employers on office space. (For example, American Express reports saving $10 to $15 million per year in real estate costs because of its telecommuting program.)

However, many executives remain uncomfortable with the idea, and not all jobs or industries lend themselves to telecommuting. But the demand isn’t likely to go away. If talent acquisition is key to your company’s growth strategy, offering a remote work option — even part-time — could be a smart move.

3. Social recruiting on the move 

Eighty-five percent of companies use social media as a recruiting vehicle. It’s so pervasive, it even has its own name now: social recruiting. While LinkedIn, Twitter and Facebook remain the big three, where will it go from here?

We will see more companies leverage mobile recruiting platforms. According to Pew Research Center, 28% of all Americans (and 53% of 18 to 29-year-olds) use their smartphones for job hunting. Half of them have completed a job application using their phones. If your company’s hiring platform isn’t mobile friendly, you’re missing out.

In addition, employers may be turning to professional/association social networking sites to recruit this year. It’s a more targeted way to hone in on experienced applicants and reach passive job candidates. Why not give it a try?

4. Using technology for HR program management

We continue to see vast advances in HR technology in every area, from time and attendance systems and benefits administration to recruiting and performance management programs.

According to Sierra-Cedar’s 2017-2018 HR Systems Survey, 50% of companies have purchased a cloud-based HR application. The migration to the cloud continues.

In addition, you can expect to hear about:

  • The adoption of continuous performance management systems. For years, employers have been moving away from an annual review process and toward an ongoing performance management process. Look for human capital management systems that actively support such year-round activities.
  • Using granular analytics to refine HR processes. While companies have been demanding HR analytics for a while, many organizations are still figuring out how to best put them to use. From recruiting metrics that allow employers to shorten the hiring process to time and attendance data that pinpoints field management issues, employers will dig in to HR analytics in increasingly meaningful ways.
  • Increased use of mobile time tracking apps. According to the Sierra-Cedar study, there’s been a 50% increase in mobile time tracking over last year. This tracks with the other trends discussed above. Employees are using their phone for more job-related activities. Employers are becoming more flexible in terms of where and when employees work. It only makes sense that HR systems like time and attendance software are able to follow along.
Did you know that 85% of resumes contain lies?

It’s not surprising some job applicants feel the need to embellish their resumes to get a better shot at a job. But the exact number — now 85% — has risen dramatically over the past few years. 

Resume lies have become so common that a lot of dishonest applicants are going undetected. Whether this is due to increasing pressure to fill positions quickly or trusting HR pros, a survey by SimplyHired discovered that 46% of hiring managers fail to check references, and 65% don’t verify a candidate’s education.

Even more shockingly, 16% of those surveyed don’t have time to read the whole resume, and 34% just skim over the cover letter.

This means there’s a pretty good chance a lot of applicants have gotten away with a lie, so they’re going to keep trying.

Why candidates really lie

While any lie seems devious, it’s a misconception that every resume exaggerator is trying to con their way into a job they aren’t qualified for. Some candidates are resorting to fudging the truth out of frustration, and not necessarily intentional deception.

More and more applicants are aware that companies use screening software to automatically eliminate resumes that don’t contain certain keywords or don’t meet minimum requirements. This often results in candidates never hearing back about a position and not getting a real shot at a job.

To prevent themselves from being weeded out right from the get-go, candidates will tweak their resumes to better fit a position by including as many keywords or requirements as they can.

Tammy Cohen, founder of InfoMart, a company that specializes in screening job candidates, thinks some companies’ job descriptions can be the cause of applicants’ embellishments. Unsurprisingly, job postings are often written in a creative, eye-catching way to attract more applicants. To match this style, candidates often jazz up their own resumes to appear to be a good fit for the position.

While small exaggerations can be relatively harmless, some candidates blatantly lie about crucial aspects of the resume.

Here are the top things job seekers lie about, according to a survey by OfficeTeam:

  • job experience (76%)
  • job duties (55%)
  • education (33%), and
  • employment dates (26%).

What to look for

Obviously, big lies in these areas are ones HR pros definitely want to catch. And OfficeTeam has compiled a list of several red flags that can be indicators of dishonesty, along with how hiring managers can find out the truth.

  1. Their skills have vague descriptions. When a candidate is trying to stretch out their list of skills, they may start listing items with phrases like “familiar with” or “involved with.” If someone is “familiar with HTML,” that could mean they took one class in high school and can barely remember anything. If a candidate was “involved with compiling sales reports,” they very well could’ve watched as others on their team did the heavy lifting. Also, watch out for any duties or titles that don’t really make sense — does it seem like a candidate is using more creative words to describe simple tasks?
    The Fix: To make sure candidates have the concrete skills they claim, skills tests can be used as part of the hiring process. To get an even better idea if their skills are up to snuff, you can give the candidate a job audition or hire them on a temporary basis.
  2. Their employment dates are questionable or missing. When a candidate has previous job dates listed by the year instead of month, it can be an attempt to lengthen stints and hide periods of unemployment.
    The Fix: Directly asking candidates what the months of their employment were can help clear this up if they answer truthfully. This can also give them a chance to explain any long gaps in their resumes, too. But if you still sense an applicant isn’t being honest with you, calling references to confirm employment dates is crucial.
  3. Their body language is off during the interview. If a candidate isn’t making eye contact or keeps fidgeting in their chair, this could be an indication of dishonesty. Be careful with this one, though. These could simply be signs of an anxious applicant, not an untruthful one.
    The Fix: If the person is particularly fidgety while discussing a certain part of their resume, keep asking about it. If they can’t seem to answer your questions, they probably exaggerated their skills or experience. It’s also a good idea to ask others who met the candidate if they felt anything was off about the person’s behavior.

A long-term fix

While these tips from OfficeTeam can help you catch resume fibs as you go, there may be something you can do to reduce the amount of candidates who feel the need to lie.

If you use screening software to eliminate applicants who don’t meet certain requirements, examine those keywords and criteria. Are they so essential to the position that anyone without them should be immediately out of the running? Ask yourself if it’s possible a good candidate could be missing a skill or two. If the answer is yes, change those settings.

And as time-consuming as it would be to screen applicants without software, consider it. Candidates would be much more willing to tell the truth from the beginning if they knew a computer wouldn’t automatically weed them out.

Not all lies are created equal

So once you’ve caught a candidate in a lie … what do you do?

Obviously, some resume fibs are more serious than others. It’s up to you to decide what to do.

We suggest focusing on what you really need out of the candidate. If they embellished on an unimportant aspect of the resume, but have the qualifications where it counts, it could be worth overlooking the lie.

Some lies should take the candidate out of the running immediately. Big things, like applicants lying about their education or positions they’ve had, clearly show they’re not trustworthy.

Need to attract millennials? Offer student loan benefits!

If you want to attract and retain millennials, it’s all about the benefits. And no perks are more sought after among this group than student loan benefits.

Ten years ago, millennials flocked to employers offering free snacks and ping-pong tables, but as this demographic matures, they seek more meaningful benefits from their company with long-term results. Similarly, growing companies have a hyper-sensitive need to appeal to the millennial group because they will soon make up a clear majority of the workforce.

Focused on their financial futures

We talk to our client’s millennial staff all the time about their needs. My team also talks to our clients, most of which are millennials, every day about how important their financial future is to them.

What we’ve learned is that most millennials have lofty goals, and if a company can help them achieve those goals by supporting their financial future beyond just an income, they have a strong chance of attracting top-performing talent. Millennials also focus on values, so if a company can demonstrate how they support and reflect their employees’ values – financial and otherwise – that goes a long way.

Student loan debt is considered an epidemic in our country and is a major obstacle to the financial independence and goals that millennials seek.  Those with student loans are constantly looking for ways to contribute savings to their payments – from more practical strategies like refinancing or taking on a “side hustle,” to extremes like selling their eggs or participating in medical trials.

Enlightened companies are beginning to recognize how student loan repayment programs can benefit their employees by enabling financial independence, which naturally creates a more positive outlook on their professional and personal life. According to a recent study we conducted with LendEdu, we found that 58% of millennials would prefer student loan refinancing benefits from employers over additional vacation days – pretty powerful! This shows, plain and simple, how millennials are looking for benefits and employers that support their financial well-being.

Offering a student debt repayment benefit reinforces that employers care about the same things their employees do, establishing trust and demonstrating how the company and staff have the same values. It also helps to boost employee morale and satisfaction, and a satisfied workforce is one that’s likely more productive, committed to their team’s success and loyal to their company.

Employers as advocates

On the recruitment side, this benefit allows employers to attract top-performing millennials who seek employers that advocate for their financial health. Companies that are first to introduce this benefit are shaping their brand perception as one that’s invested not only in the financial health of their employees, but in doing good for people facing an extreme burden.

In a time where job switching has become more common – and where 50% of millennials carry student loan debt – student loan refinancing benefits can help encourage employees to stick around for the long-haul. This benefit establishes trust and demonstrates that employers care deeply about the financial future and overall well-being of their staff, which, for millennials, is far more appealing than most “work perks.”

 

 

Your HR Partner

Contact Us

Social

Newsletter

Enter your email address here always to be updated. We promise not to spam!