Smaller teams generally have lower capacity. If you have a small human resources team, you’ll know that already. You’ll also know retention is a big problem – and hits harder – when you have fewer HR employees (and less time).
This post explains how small HR teams can save time when onboarding. We’re built a bunch of custom HR templates for you to use. Learn how Process Street can make optimizing your small HR team a breeze.
The Great Resignation has sent top talent searching for a better work-life balance. The Remote Takeover has made the job market exciting because the talent pool is the widest it’s ever been.
If you can’t give this migrating workforce the flexibility they want, you’re going to miss out on better productivity, improved well-being, and charged organizational performance: The Great Resignation Regret.
It’s easy to see why you don’t want this opportunity passing you by. So, how can embracing the Onboarding Revolution help prevent this from happening? That’s what we’re looking at in this Process Street article:
Retained search – an elite model of executive search committed to helping companies place top corporate leaders – is kind of like corporate matchmaking.
Firms engage with client to meet their needs and build lasting relationships with candidates, and their goal is to curate the perfect match between the hire and the company.
Companies that invest in retained search firms expect to see a pool of top-quality candidates and first-class support to hire a new leader. The client company pays a retainer (a fee paid in advance), which means the retained search firm must go above and beyond to deliver top-quality results.
Unfortunately, 40% of executives fail in their new role within the first 18 months. When this happens, the retained search firm has to find a replacement, at their own cost.
Everyone knows that high employee turnover is costly, but when a retained search firm is involved, there is a domino effect of consequences for all the players involved.
Which brings us to the focus of this article – executive onboarding. Specifically, why it is important to all stakeholders in the executive search process, and how retained search firms can bridge the gap between recruiting, hiring, and onboarding executive placements.
I asked George Bradt – executive onboarding expert and author of The New Leader’s 100-Day Action Plan – to share his thoughts on common challenges for new executive onboarding.
At the recent HR Transform Conference, we had the opportunity to ask about your biggest employee onboarding challenges. What did our Process Street survey say?
New hire churn is expensive. Working in HR, you know the cost of having to replace an employee once they hand in their resignation.
A recent survey found that 65% of workers are actively searching for new employment. If you’ve worked in HR for some time, the thought of two-thirds of your employees walking is very worrying. The cost of a new hire found through a recruitment agency can be up to $7500 or more. To start building employee retention early on, and prevent excessive hiring costs, it pays to focus on a perfect onboarding experience.
Here at Process Street, we’ve extensively studied onboarding to help prevent exorbitant costs. One of our greatest successes has been in looking at the recurring tasks involved in onboarding. We’ve helped to provide insight into what can go wrong, and also built templates to direct companies away from excessive spending and losses.
We believe you can create a perfect onboarding experience for new hires. We also think it can be done without breaking the bank. Please read on to find out more, and utilize our best onboarding templates:
Employee churn costs about $60,000 per employee, without taking into consideration the indirect costs such as lost business, lower morale, lost productivity, and the time and resources spent on candidate selection before hiring someone.
As a manager, preventing that from happening should be one of your top priorities. You can’t have a productive, successful team if you’re always training new members.
This Process Street post will cover why churn happens — specifically among Millennials and Gen Z in the post-pandemic job market — and what you can do to prevent it.
Gianna loves leading teams and helping them meet ambitious goals, and boasts a wide range of leadership experience (from board management to diversity, equity, inclusion, and belonging, to process creation). Gianna loves the energy that comes from creating structure out of chaos.
At Process Street we focus on helping you streamline repeatable work by transforming process knowledge into collaborative, actionable workflows. In order to maximize workflow engagement and impact, we think your team should have the flexibility to participate wherever it’s most convenient.
If Microsoft Teams is your hub for collaboration and teamwork, you can now easily stay informed and take action on all of your Process Street workflows right where your team already operates: Welcome to Process Street for Microsoft Teams.
You could try to rethink your recurring tasks and improve your existing processes.
The answer would be a high-speed ecosystem that uses your checklists and tasks to create optimized workflows. A solution like that would need to be available anywhere and at any time.
The perfect solution would come with automation as well as optimization. It would also carry a guarantee of no-friction learning and great help support.
What you need is an online office that isn’t complicated.
Process Street can show you how that works and give you 8 hiring processes for free.
So, read on to learn how to streamline and automate your hiring processes:
When thinking of the world’s most popular brands, which ones come to mind? In Forbes’ annual list of the World’s Most Valuable Brands, Apple, Google, Microsoft, Amazon, and (META) Facebook are identified as some of the top-performing companies, with earnings being a key indicator of their success.
But while revenue may be a significant proof point of industry viability, how you approach your customer experience is another metric that gauges the future prosperity of a business. And one that has an equally significant say in how your business fares in the future.
In Aircall’s report, Putting Your Customer First, we found that more than 50% of customers stopped supporting a business after a poor customer experience. This shows just how impactful a negative customer experience can be, undoing potentially years of customer loyalty in a single interaction.
On the flip side, though, a positive customer experience can make a profound impression on people and go a long way to securing brand loyalty in an increasingly competitive marketplace.
Either way, customer experience and going all out to impress your audience is one area you cannot afford to neglect.
To make sure your strategy is as impactful as possible, this Process Street post will cover these five tried-and-tested ways to improve your customer experience below:
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