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Cost-conscious firms are missing out. Few prioritize onboarding programs, yet they expect new employees to drive results within 90 days.

Lengthy article but full of good information on the study and findings.

All companies can provide an orientation program that does not forget the small things like greeting a new employee warmly, taking her or him to lunch, and providing a functioning workstation on Day 1.

Most companies of any size have an employee referral program. Best in class programs provide 40% or more of their new hires through employee referrals. Many studies show that employee referral hire...

Kathy, This was a really good article, gave me new perspective on employee referrals. I periodically monitor the job board here at my company for myself and a few of my business contacts outside of the company. I need to suggest to my contacts that we become more aware of all our skill sets to help ensure a better fit when looking for employment.

Very interesting contrast on first day of a new employee

I have seen both of these first days occur and it does make a huge difference in how a person feels about the new organization.

It is funny because as absurd as the bad first day is portrayed it happens more than it should.

On the SHRM website they have great information for all sorts of HR topics. Click on the "download your free report" as this is a great tool for onboarding. They discuss the Four C's (Compliance, Clarification, Culture, Connection).

The SHRM website is a great website to visit on a lot of HR related topics. I would recommend it as a useful website.

Looks like we all like this website. Solid practical advice given in the article.

This is a repeat from a previous class but I still like the way Simon explains a few things specifically the WHY question.   Apply the why to your mission at home, work, where ever and see if new results occur!

I liked this video. He presented at a leadership conference I went to last year. It was very good.

Forbes article

Good article, nice to see the 7 C's and an observation point from a leadership level owning up to be a contributing factor for new employee success rate.

There it is again with that compatible non-sense. That is why organizations get jammed up in lawsuits, and lose huge sums of money. Its a whole new generation of employers thinking that they should hire based on "Cultural matches" which are made up in the first place. That is a preference, and it cannot be articulated on the bench in front of a jury of 12. If you can't defend it, then don't make it a core competency or requirement. Make it a subfield, or a preference.

Onboarding without an HR department….views of 2 experts!

I liked the ideas and will help when I go to look at my site that doesn't seem to have much in place in an organized fashion.

A Human Resource tool for the first 180 days for new employees

Create template design for new employee onboarding

Good foundation to start from using the information in this article.

Kristin, This is an interesting talk and topic that can help employers who have short-term openings connect with people who can work limited hours or days. When I worked in New York, my former company used some of these boards to hire short-term, or event driven employees. It was only used for jobs that required limited skills. I am not sure that if this would be viable in roles that require a lot of experience or technical skills.

The first day on the job is often the worst, but some companies are turning to orientations that seem more collegiate than corporate: Think networking sessions and officewide scavenger hunts.

Effective employee onboarding has a positive domino effect: it ensures that new hires feel welcome and prepared in their new positions, in turn giving them the confidence and resources to make an impact within the organization, and ultimately allowing the company to continue carrying out its mission.

Top companies like GE say identifying talented leaders early on, and placing them in stretch assignments, often before they think they're ready is an approach that works for them to support their growth strategies

More companies should follow similar formats when developing leaders.

Smooth CEO and C-suite transitions are critical so why do the majority of companies state they do not have ample talent pool to fill them?

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

Onboarding programs are the first experience many employees will have with an organization. Keep them interested and keep it simple.

Enjoyed the simple format that can easily be put into action. Also the link to creating metrics as that feels like a difficult part to draft without some ideas.

By keeping it simple, in my opinion, makes everyone feel balanced in the first few months of employment with a new company.

Here are several examples of how companies conduct onboarding.