Talent Management - January 2009 - (Page 19)

dull as watching paint dry” is one of the most common on-boarding mistakes talent managers make. In this age of instant messaging, iPhones, BlackBerrys and YouTube, a static reading of company policies delivered by a droning voice won’t do — nor will forcing new hires to spend their entire ﬁrst day wading through thick employee binders while signing endless forms. These tactics leave a bad ﬁrst impression and can lower morale from day one. On-boarding transitions a person into his or her new role, but the underlying and larger goal is to make new hires feel valued. To be effective and relevant, on-boarding must be well-thought-out and conducted in an engaging way, using all technologies available to capture and keep today’s wired workers’ attention. “A successful on-boarding program is one that inspires new employees, that makes them passionate about the company,” Raphael said. There are a variety of options companies can use to welcome new hires onboard. Southwest Airlines uses a two-pronged approach to make sure techies and nontechies are served. Fly Class, a one-day orientation course, follows the typical sit-down format. But new hires also are entered into the online on-boarding program, where they gain access to a site that offers in- formation about their beneﬁts and company policies. A company’s applicant tracking system (ATS) also can assist with next-generation on-boarding. Auto parts retailer PepBoys implemented a digital signature capture pad that integrates with its ATS for a paperless onboarding process. Applicants’ signatures are captured and then vaulted and stored on secure servers. Depending on their positions and state requirements, new hires used to get an inch-thick binder with all the necessary forms. Now, in addition to saving 1,200 reams of paper a year, PepBoys also saves its new hires’ time and attention span with a faster and more efﬁcient technology. Social Networking Employees today, especially younger workers, widely use social media sites such as Facebook, LinkedIn and Plaxo. Indeed, Zach Thomas, a Forrester Research senior analyst, said job seekers draw on their consumer Web experiences to set the expectations for their online job-seeking experience. Further, they subconsciously carry those expectations into their on-boarding experiences. Social media offers companies a way to meet new hires on their own turf, creating and reinforcing a brand committed to personalized communication, efﬁciency and a forward-thinking mentality. The Mayo Clinic has begun to harness the power of social networking with Facebook. The organization has January 2009 talent management magazine www.talentmgt.com 19 http://www.talentmgt.com

Table of Contents Feed for the Digital Edition of Talent Management - January 2009

Talent Management - January 2009 Editor’s Letter Contents Human Performance Leading Edge Learning Connections Integrate Web 2.0 Into the On-Boarding Experience Show ’Em the Money: Compensation Trends 2009 Transition at the Top How Hollywood Manages Talent and What You Can Learn Get the Most Bang With Limited Training Bucks Life After Layoffs Attract Specific Talent Groups Performance Management: Its Time Is Now Helping the Helpers Advertisers’ Index Editorial Resources Full Potential

Talent Management - January 2009

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