Customizing the Onboarding Process for a Better Start
WRITTEN BY Teri Kinsella, Senior Consultant with PI MidlanticOctober 7, 2014
Most of our clients use PI for selecting the best people for the right roles. But some clients miss one of the most important times to utilize the power of PI in the talent lifecycle of an employee: the first few weeks, when that person is being “onboarded”. It is during this time when most people figure out if the job and the company are a good fit…or if they have made a mistake.
For example, one client, a medical practice, had a lot of turnover in their billing department. Using the PRO and PI, they were able to improve their selection process. However, when we looked at their onboarding process, we found a few disconnects. The people they were hiring were all high in Formality (D Factor) meaning that they liked lots of structure and detailed learning. The onboarding process they were using was loosely structured and relied on the new hire to “figure things out on their own”. By tightening up the process, giving a training schedule and allowing for time at the end of each day for questions, the practice found that people got up to speed much more quickly and were already productive by the second week on the job.
Another change involved a social aspect of the process. In the past, the entire department went out for lunch to welcome a new person to the team on their first day. Since most of these new hires were low in Extroversion (B Factor) many were overwhelmed by this and felt uncomfortable with being thrown into a large social event with people they had just met. Instead the manager of the department arranged for a different person to take the new hire to lunch every day for the first week, so she could get to know people on a one-on-one basis that felt more comfortable. Making these changes created an onboarding process that better matched the profiles of these new hires and gave them the best possible start. A win win for all.