People - Talent Acquisition (Onboarding and Assimilation) Flashcards
What is the best way to create an effective onboarding and assimilation process?
By ensuring that new hires understand expectations, are connected with coworkers, and receive feedback
A formal process does the most to ensure that new employees are effectively engaged with their department managers and coworkers.
A number of new employees have left an organization after less than six months. Exit interviews indicate that these employees had trouble understanding the organizational culture despite standard interview processes encouraging the candidates to ask questions about the organization prior to final candidate selection. The organization is looking to improve engagement levels in new employees. Which action would best assist the organization in better informing candidates about the organizational culture prior to being hired?
Move job postings from Internet job boards to a company website featuring descriptions of the organization and testimonials from current employees.
An organization typically measures the engagement levels of new employees via survey on a monthly basis throughout the first year of employment. The surveys show that engagement levels drop precipitously from initial levels, with engagement dropping throughout the first three months and then stabilizing at an unacceptably low level. Which action can the organization take to best combat the issue?
Create a structured onboarding process that lasts through the first three months of employment.
The best option is to create a long-lasting onboarding experience that guides new employees through the first three-month period, when engagement levels historically have tended to drop at the organization.
An organization has an issue with rapid turnover in new hires. Exit interviews indicate that the exiting employees feel that they did not properly understand the position’s requirements or organizational culture and rapidly became disengaged shortly after being hired. Which action should the organization’s HR VP take to address the turnover rate?
Implement a talent acquisition process that provides better information to applicants during the application and interview process, including information on job descriptions and organizational values.
By providing information up front during the application and interview process, the organization allows for self-selection among applicants, resulting in applicants that fit better with the organizational culture and understand the duties of the job better.
What is the best way to create an effective onboarding and assimilation process?
By ensuring that new hires understand expectations, are connected with coworkers, and receive feedback
A formal process does the most to ensure that new employees are effectively engaged with their department managers and coworkers.
HR discovers that newer employees are four times less likely to participate in the ancillary benefit programs compared to employees who have been with the company for at least five years. Which action should the HR director take to help increase awareness of the programs?
Implement an orientation program.
An orientation program can be used familiarize employees with the organization, including benefit programs, facility amenities, and organizational departments. By incorporating available benefit programs into the orientation process, HR can ensure that all new employees are made aware of the presence of the programs and their ability to participate in them.
During the hiring process, at which point does an employer have the opportunity to initially engage the individual?
When exploring the company’s careers page
According to the “Employee Experience Survey,” up to 82% of job prospects rely on company websites as a primary means for learning about a company. However, almost 40% of those prospects feel that the information isn’t valuable. The company’s careers page and all public-facing job listings should be current, informative, and meaningful.
How do robust orientation and onboarding activities contribute to a new hire’s engagement?
By providing employees with tools and strategies to be successful
Orientation and onboarding include processes that allow new employees to learn about the organization, its structure, and its vision, mission, and values as well as to complete new-employee paperwork relative to benefits and legal documents such as non-compete agreements, at-will statements, and employee handbooks. Employee engagement is partially determined by the new employee’s treatment during the first 30 to 90 days of employment. A solid strategy will help build on that loyalty and help with retention and engagement issues throughout the employee’s tenure. Mentoring and/or a buddy system may be part of orientation and onboarding.
An organizational unit manager disagrees with HR’s policy promoting the use of a buddy program during new hire onboarding. What can an HR professional use to reinforce the utility of the buddy program when discussing the topic with the unit manager?
The buddy can help the new hire navigate the organization’s culture and answer questions he or she may have.
Buddies can help make new employees feel welcome and enhance their job satisfaction and productivity by answering questions and helping them navigate the organizational culture.
Which process initially helps an employee become familiar with a new job, department, and coworkers?
Orientation
Orientation generally lasts one to two days and helps the employee develop a realistic image of the organization and/or the job. Onboarding encompasses orientation as well as the first months of an employee’s tenure in a position.
Which onboarding activity would be the best way to help a management new hire understand and navigate the cultural and political landscape of the organization during the first 90 days on the job?
Fostering organizational relationships and providing frequent opportunities for open discussions
Onboarding should enable new employees to understand the organization they have joined. Such onboarding activities assist in a smooth transition and integration into the management position.
