Identifying Holes in your Onboarding Process

A colleague of mine asked our team’s most recent hire to put together a presentation summarizing what he’s learned in his first two weeks on the job and how his onboarding process will impact his work. This assignment served two important purposes:

1)    Accountability: Knowing about this assignment ensured our new hire would be paying attention and taking detailed notes during his orientation sessions.

2)    Quality Control: Listening to the presentation, my colleague was able to identify onboarding components that were either missing or were not strong enough to make an impression on this new hire.

In a world in which the time-to-competence of new hires can provide a very important competitive advantage, what are you doing to ensure your new hire orientation and onboarding process is meaningful and targeted to include only the information most relevant for the new employee?

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