First 100 days of a treasurer and onboarding
The first 100 days of a new government or a president has become a standard topic on the to-do list of many journalists. With our Dutch government in place the articles will pop up in January and the ones about Trump were published end of April. Recently TIS published an interesting article about the first 100 days of a treasurer. They found a nice angle that reminded me of the continuing flow of information about onboarding, a hot topic in HR and recruitment. And just so. When you fail in onboarding, you might waste your precious recruitment investment, waste money and create a lot of frustration.
The candidate that resigns shortly after starting is every recruiter’s nightmare. Of course nobody and everybody is to blame, expectations were not defined and managed well. In 25 years in recruitment I must admit I have been involved in a few failed assignments. I will not go into detail on specific failures but do recognize many elements in this excellent article from recruitment guru Dr. John Sullivan. Scroll all the way down for practical examples on what (not) to do. Especially situations in which hiring managers stay in the background, introduction plans are not made specific and measured will lead to failure.
Recently I learned about a positive extreme with one of our clients. The company is successful and grows quickly. Developing an extensive on-boarding program was an obvious choice for them. We found them a candidate from abroad and we evaluated with her and her hiring manager. Her manager properly tackled many of the elements mentioned by John Sullivan. On top of that, she was supported in settling with her family, there were training sessions with other new employees and fiscal support was arranged. This of course can only be done in a large organisation.
My main advice to employers on this topic is to invest in your most important assets: your people. Take a step back, think, prepare and communicate. That will prevent 90% of your onboarding issues. At least.
Have a good one,
Pieter de Kiewit
firstname.lastname@example.org / 0031611119783