Time is money, so training a new hire quickly and efficiently directly impacts your revenue. Most training time is accelerated today; we don’t have weeks to bring people up to speed in fast-paced and ever-changing work environments. This blog will give you some tips to fast-forward your new hire training to benefit your business.
Time is Not on Your Side
When it comes to hiring and onboarding, time is of the essence. The longer a job vacancy runs, the more pressure it puts on your existing staff to handle the weight of the missing employee. If you spend weeks finding the new hire, then another week training them, it’s a burden on your existing teams. There is a way to streamline your training processes, though, to get people up to speed more quickly.
Start with a training outline with a simple series of checkboxes. This will maximize your efficiency when training new team members. What is it exactly that the person needs to know to do their job? Writing it down means you’ll be less likely to miss important training tips that will trip up the new employee and possibly place an undue burden on the rest of the team. Consider mapping out:
- What policies and procedures will they need to know?
- What tools will then need to do the job?
- What resources can help them as they start work?
- Are there cultural norms that you need to share?
Far too often, we see business owners just “winging” orientation so the employee spends way too much time trying to figure things out on their own. This makes for inconsistent employee performance. Consider instead creating a checklist with a series of training modules in a more formalized process.
If your company is constantly hiring for the same kinds of roles, consider building a training video (or several) to do the training for you. That way, you can reach multiple employees with consistent training information. It’s a replicable process that you can use across the organization, particularly in training areas like HR, payroll, or policies and procedures. Figuring out how to accelerate your training can take more time upfront to build in some of these standardized processes, but it will save you time in the end. It will also ensure that every new employee has all of the skills and tools they need to hit the ground running.
The final part of this process is to add in a feedback mechanism. You can ask new employees if they feel like they had the tools they needed to do the job. A great time to ask this is during their 90-day or six-month review, but if your company doesn’t offer those, a simple survey at the end of orientation can give you feedback on whether your more organized approach to onboarding is working. Also, ask departmental managers to find out if the new employees had the information they needed to do the job well on their first day.
IES can help by providing you with the highest caliber employee available in your market. Better candidates mean better employees. Contact us to find out how we can help your business.