The Great Resignation will spark the Great Hiring. To engage this new crop of professionals, build onboarding programs that and inspiring, human and connective.
The old days of flying all your new hires into your corporate headquarters for a simultaneous group onboarding are behind us. Sure, in-person onboarding will resume post-Covid-19 for some employees at some companies, but it will likely be combined with virtual onboarding for some or all of the orientation period.
That means the sessions attended by new hires are poised for reinvention. After all, onboarding delivers that all-important first impression of the organization. So getting the new model right is essential for engagement, retention and productivity. To achieve these goals, the process needs to be rooted in three primary components: inspiration, education and connection.
One empowering element of the personal branding process is uncovering strengths using modules that are easy to implement virtually. Include a segment on “superpowers” to help them unearth their signature strengths and make a plan to integrate those strengths into their new role. We all know the confidence that comes with being great at something.