In a previous blog, I addressed the front end/pre-hiring phase of the onboarding process and in this blog, I would like to share some of my thoughts regarding three additional aspects that are essential to a successful onboarding experience.
Although often not considered part of onboarding, the “job offering” process is, from our perspective, a very important phase of the onboarding experience. All elements of the job offer provide the new employee with a set of impressions regarding the ways of the organization that make an impression and have a lasting effect. Some key questions and activities to reflect upon, which require answers and strategy, are—who communicates to the candidate that he or she has been selected for the job? What is the message that needs to be conveyed? How long after the final interview with the candidate should a call be made? Who makes the offer—is it the CEO, the CPO, or the SVP of Talent Acquisition? Who negotiates the compensation package? Who writes the offer letter and what is its content and tone? Each one of these decisions and subsequent actions convey an implicit message. Many companies fail to recognize this and what impression that leaves or is thought about from the perspective of the candidate/future executive. And, at times, the message that the organization is sending may not be consistent with the organization’s brand, image, values, and culture—both explicit and implicit. Read More