Consider the timeline of your current onboarding efforts:
- Is there a justification for the order of each activity in the new hire’s training timeline?
- Do new recruiters and salespeople put new skills into action shortly after learning them?
- Do you follow a week of lectures with a week of interactive tasks, or are they appropriately intertwined?
- How frequently, if ever, do you evaluate employee progress?
- How frequently do you introduce new skills and tasks?
Do you have a fundamentally sound training timeline? If you’re running a training program with an arbitrary timeline, consider restructuring your training program.
How Can Your Onboarding Be More Effective Than It Is Now?
As a thought exercise, toss aside the thousands of micro-decisions that go into training new hires. Instead, ask yourself why your recruiters and salespeople take as long as they do to be productive on the most basic level.
They may take a long time to get up to speed for two fundamental reasons—either training takes too long, or your recruiters and salespeople take too long to be effective after training ends. Every other factor contributes to one of these two reasons. If your onboarding process isn’t as effective as you’d like, which reason best applies to your firm?
Your New Hires Take Too Long to Become Effective After Training Ends
If your new recruiters and salespeople take an unusually long time to perform at the level of the more experienced members of your team, it could be for several reasons. Ask yourself these questions to see if they apply to your onboarding process.
Once you figure out why your recruiters are taking a long time, you can take steps to fix it. Solicit feedback from new and seasoned team members to learn what they found to be most helpful during their onboarding process.
- Could you be assigning too many responsibilities to new hires too soon?
- Are new hires getting responsibilities soon enough?
- Do you closely monitor and evaluate the performance of new team members to determine areas for improvement?
- Are you providing tailored feedback to each new recruiter and salesperson?
- Do new hires with excellent skills on paper turn out to be poor fits for your team?
- Do you use a difficult-to-use ATS/CRM that requires significant manual data entry?