Onboarding with a Purpose
The adage “you only have one chance to make a first impression” is a concept that is often missed when onboarding new hires and is typically overlooked completely when onboarding temporary workers. The battle for highly qualified clinical talent has historically been a struggle for healthcare staffing agencies, the supply simply outweighs the demand. In wake of the pandemic, the competitive landscape is more dire than ever. Once you have successfully identified a new temporary candidate, does your onboarding strategy engage the new hire and set you apart from the competition?
Recent surveys report that temporary clinical workers must go through an average of 54 activities during the onboarding process. That’s an average of 54 touches before they work their first shift and 54 opportunities to make or break the new employee experience.
It goes without saying, the opportunity to make a good impression with new hires is as important as the first impression your organization makes with new customers. You are building your brand! It is imperative that every member of your team focuses on the creating the best candidate experience possible and is committed to positioning your company as the employer of choice.
So, what can you do to ensure you have an incredible new hire on-boarding experience?
1. Have a plan and move fast.
Industry data shows that if an onboarding process takes longer than a week, you will lose the candidate to the competition. Remember the industry average of 54 touches for each new hire in the onboarding process? Outpace your competition with a solid onboarding plan that allows you to efficiently guide each new hire through the entire process, meeting all required regulatory guidelines and build confidence and trust along the way.
2. Communicate early and often.
Many agencies have different team members responsible for identifying and engaging talent, creating the need for a hand-off to a new team member for the completion of onboarding This is a make or break moment in the new hire experience and unfortunately a point in the process where many companies lose engagement. Transparency and visibility into the process is key to setting expectations.
3. Automate, Automate, Automate
4. Ask for feedback.
Yes…the good, the bad and the ugly! Engage with a survey partner to create an automated survey that allows each new employee to rate their experience onboarding with your company each step of the way. With just a few questions, you can gather valuable feedback to celebrate excellence, identify gaps that need attention and potentially identify (or even diffuse) a negative review before it hits social media. Ask for the feedback and actively engage in feedback responses. This level of investment will show you care about your employees and continue the differentiation between your agency and the competition.
Employee engagement is imperative to a good new hire experience and that first interaction with your temporary candidates drives retention. Temporary employees aren’t going to be with your organization forever, however, you can create engagement and loyalty by onboarding in deliberate and purposeful way that demonstrates your culture and operational core values. Make each new hire a “Fan” of your company with a well-defined and consistent onboarding process. A new employee that feels valued will refer their friends and come back to work with your organization time and time again.