Recruiter Networking Group - On-Boarding

How Culture Affects Onboarding

Fri, 09 Oct 2009 14:48:13 -0500

By Michael Rosenberg

I read on the Internet that 80 percent of all new employees decide within the first six months if they are going to stay with their current employers or begin looking for “new opportunities.” Whether this figure is the result of research or not (or simply overblown), it does point out the importance of quickly incorporating new hires into the workplace. Onboarding, or the formalized process of incorporating talent into the organization, is the hot topic right now in human resources. From a strategic view, it makes a lot of sense. You go through a long, formalized hiring process that takes months (far too long in my opinion—but that’s the subject of another column). You have hired the people whom you think are the best fit for the organization. It only makes sense to ensure that you can fit them into the organization and “ramp them up” as quickly as possible. We also know the other reasons why onboarding them into the organization is important—they become quickly become engaged and productive and the time for return on investment in those employees is greatly enhanced. Hey, you hired them for a reason!

All Aboard - On Boarding

Wed, 15 Oct 2008 09:00:54 -0500

by Paul Hamilton and Marianne Carruthers

Market research indicates that the turnover cost per hire is as a high as 14x the base pay rate for employees who earn up to $100,000 per year. A major contributor to turnover is lack of organizational readiness. Rogers realized this as a growing concern and developed a new onboarding program designed to increase productivity, reduce early attrition and improve new hire engagement. Come out and hear the strategy behind the onboarding transformation that has changed the Rogers recruitment model into a world class program.

What is the career path for a recruiter?

Thu, 14 Feb 2008 09:16:11 -0600

Many occupations have a clearly defined career path. Recruiting does not seem to have a career path in most organizations. Having lunch with a Director of Resourcing from a bank he mentioned that a 1.5 year tenure is all the could expect for most recruiters. This tenure is even shorter in many agencies. The Conference Board of Canada has recently stated there will be a shortage of 90,000 IT professionals by 2010.

The Basics of Workplace Law. Top 10 Hiring and Firing Tips. Part 2 - Top 10 Firing Tips

Tue, 13 Feb 2007 23:59:06 -0600

by Krista Hiddema and Stuart Ducoffe - Partners e2r Solutions

Last week we looked at hiring talent into our organization, this week we'll look at things to consider when letting go the talent from our organization.

Top 10 Firing Tips

1. Is it important to have an actual "reason" to terminate an employee?

One of the often misunderstood legal principles applicable on termination of the employment relationship is the perceived requirement to provide a reason for the termination.

Hot Issues

Thu, 05 Oct 2006 14:07:49 -0500

I'd like to conduct a little poll, and see if we can get some talk and solutions flowing...

I would like everyone to think for a moment, and answer the below question by responding via a comment to this post.

What is the #1 recruitment issue/problem/dilemma that you organization is facing right now? (What keeps you up at night?)

Sum it up in a sentence. You're only allowed 1 thing! Pick the most critical to your business.

How to Make Internships Work For Your Company

Tue, 03 Oct 2006 18:59:37 -0500

By: Nathan Laurie, Co-Founder, Target Student Marketing & jobpostings Magazine

Students in their graduating year of University or College are currently in the driver’s seat when it comes to finding a full time job. Employers are now being asked hard hitting questions like “what’s in it for me” and “why should I work for your organization”. These questions can be answered through an effective internship program that allows students the opportunity to work for a company while they are still completing their degree. Implementing an internship program will also help a company assess student talent before offering that same student a full time job. Internships create win-win situations for both students and employers.

ATS's & ONboarding Systems

Mon, 25 Sep 2006 09:05:11 -0500

Hey folks,

I'm looking at doing a follow up article on onboarding to focus specifically on onboarding functionality within ATS and/or ERP systems.

I need some hands on experiential feedback with some of the systems on my short list that I will be writing about.

If you currently use, or have bought the functionality and plan to use (or have used at a past company) a software package that provides onboardng workflow and functionality - please let me know! I need to pick your brain!

Where's the Party?

Tue, 19 Sep 2006 21:59:29 -0500

by Geoff Ramey - Manager of HR systems at Xstrata (formerly Falconbridge Ltd).

Has anyone out there departed from a company recently? Of your own free will, that is. Perhaps one that you have worked at for quite some time, where you achieved a great deal of accomplishments and perhaps made some friends along the way? What happened in those last few days or weeks leading up to your last day? Perhaps a few lunches with colleagues, you may have received some gifts or company swag and perhaps even the odd party. What a great way to depart - with some wonderful memories!

Developing an Effective Mentoring Program

Tue, 16 May 2006 07:30:26 -0500

by Marcus Miller, LEAPJob

Mentoring programs support the goal of employee retention and can make it easier to transition new employees into the core organization. With the right approach any organization can benefit.

Mentoring is no longer seen as 'nice to have,' as organizations scramble to find ways to develop and retain their workforce. Such programs needn’t be complex to bring real value to the new hire, the mentor, and the business as a whole.

Recruitment – an Opportunity Missed?

Wed, 22 Mar 2006 17:53:11 -0600

By Fred Pamenter

Part 1 of a 4 Part Series

When does the recruiting process start?

If one were to ask a group of recruiters what are the first steps in an effective recruiting program, there undoubtedly would be a wide variety of responses. Unfortunately many practitioners do not go back far enough in the process to optimize the opportunity a vacancy presents.