25% of employees are at risk of leaving their job this month due to unhappiness at work. 

Not taking into consideration the financial, labor, and time resources required to replace a single employee, what would it cost to lose 1/4th of your workforce right now?

How quickly could you replace them?

More importantly: How quickly could you replace their unique knowledge and skills?

Probably not before the next 25% walked out the door. 

Sure, this is all a bit hyperbolic. That 25% is spread across companies and industries but it drives the point home.

Replacing even one employee isn’t cheap, quick, or easy. To rephrase my previous question: How many employees can you afford to lose per month?

No worries. Process Street has you covered. This post will go over everything you need to know (plus a few free templates) to keep those flight-risk employees grounded:

• What creates flight-risk employees?
• How to identify an at-risk employee
• 5 ways to keep flight-risk employees on board
• Parting is such sweet sorrow

“The term planning is imbecilic; everything can change tomorrow.“

That was a quote made by a French manager, straight after the 1973 oil crisis.

He’s right, of course. Everything can change tomorrow. We’re living in a world where we see changes every day. Ground-breaking technology, product innovations, and medical breakthroughs.

But does that mean “planning is imbecilic” though?

The truth is that planning can be ineffective and damaging if it’s done badly.

Good planning, on the other hand, can minimize the uncertainty brought on by change.

Don’t believe me?

Take the 1911 race to the South Pole, for example. The race was between two explorers: Roald Amundsen and Robert Falcon Scott. They each had a similar amount of experience and were the same age. Both faced 1,400 miles of gale-force winds, blizzards, and minus temperatures on their expeditions.

Amundsen meticulously planned his trip for several years. Scott didn’t.

Guess which expedition tragically failed?

Amundsen was already sailing back to Norway when Scott’s team finally gave up hope.

So, now we’ve established that planning is sensible, and not ‘imbecilic’, let’s find out why human resource planning is one of the most valuable processes a company can follow.

To do this, I’ll cover:

• What is human resource planning?
• Why is human resource planning important?
• The 7 steps of human resource planning
• How human resource planning is done
• Human resource planning in HRM

Let’s get on with helping you to plan for success!
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In early 2022 the Process Street team attended HR Transform at the MGM Grand in Las Vegas.

We had a great time hanging out with customers and touting the benefits of process over project management.

Our CEO also got to sit on a thrilling, standing room only, panel about employee onboarding.

The panel was headed up by Kevin Grossman of Talent Board.

The attendees were:

• Vinay Patankar, CEO and Co-founder of Process Street.
• Danielle Monaghan, VP Global Talent at Uber (now Google)
• Greg Russell – Head of Talent at Snapdocs

The focus of the conversation was “prioritizing onboarding to help boost retention“.

Below we pulled out some of the most interested parts of the discussion:

• Preboarding helps retention
• The candidate decides whether to participate in preboarding
• Technology can make onboarding feel personal
• Lack of visibility into onboarding can be costly
• Ensuring retention must be an ongoing process

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. 

This article covers:

• The biggest challenges your small HR team faces
• How can your team effectively onboard new hires?
• Reinvent onboarding with process management software

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: 

• The Great Resignation: Why are workers leaving? 
• Incentives have changed – Welcome the Remote Takeover
• What opportunities does the Great Resignation present? 
• How does the Great Resignation and Remote Takeover help you? 
• Preventing the Great Resignation Regret with employee onboarding

Let’s get down to business!

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.

• How retained search firms can help with executive onboarding
• Common executive onboarding challenges
• Impact of remote work on executive onboarding
• Key elements of a successful and robust executive onboarding program
• Advice for successful executive pre-boarding and onboarding experience
• Stages of executive onboarding
• Podcast: Executive onboarding with Gianna Driver

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?

• 25.6% said weak visibility & accountability 
• 19.8% said too many manual tasks 
• 19.8% said poor efficiency & speed 
• 18.6% said challenges with tools & technology 
• 16.3% said clumsy coordination with other teams 

Want to know how to make new hire onboarding less of a pain? Keep reading! 

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:

• What makes a good onboarding experience?
• Why is a good onboarding experience important?
• Employee onboarding and retention
• When does employee onboarding start?
• How long should employee onboarding last?
• How to automate employee onboarding
• Employee onboarding for small businesses
• Ask for feedback to help improve employee onboarding

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. 

• Are we heading towards the Great Regret?
• Employee churn: Prevention is better than a cure
• Improve recruitment & prevent churn with process automation

Let’s get started.

Named as one of the top 100 HR influencers of 2022 by HR Executive, Gianna Driver is currently the CHRO at Exabeam and has 15+ of experience scaling global, people, and talent functions.

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.

In this episode of The Employee Onboarding Podcast from Process Street, Josh speaks to Gianna about:

• Executive onboarding vs. employee onboarding
• Scaling organizations quickly and effectively
• Using data to continuously improve your onboarding program

You can listen on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast platforms!