Details

<p>Acknowledgments xi</p> <p><b>Part I Prepare for Your New Employee’s Success Before You Start Recruiting</b></p> <p><b>Chapter 1 Understand the Organization-Wide Benefits of a Total Onboarding Program: An Executive Summary 3</b></p> <p><b>Chapter 2 Clarify Your Destination and Messages to the Candidate and the Organization 17</b></p> <p>Forms and Tools 2.1 Purpose and Priorities (Downloadable), 21</p> <p>2.2 Onboarding Track Record (Downloadable), 23</p> <p>2.3 Messages (Downloadable), 26</p> <p><b>Chapter 3 Craft Your Time Line, Write a Recruiting Brief, and Align Your Stakeholders 29</b></p> <p>Forms and Tools 3.1 Total Onboarding Program Time Line (Downloadable), 30</p> <p>3.2 Recruiting Brief (Downloadable), 38</p> <p><b>Part II Recruit in a Way That Reinforces Your Messages</b></p> <p><b>Chapter 4 Create a Powerful Slate of Potential Candidates 47</b></p> <p>Forms and Tools 4.1 Employment Brand (Downloadable), 52</p> <p>4.2 Candidate Sourcing (Downloadable), 66</p> <p>4.3 Candidate Tracking (Downloadable), 67</p> <p><b>Chapter 5 Evaluate Candidates Against the Recruiting Brief While Pre-Selling and Pre-Boarding 69</b></p> <p>Forms and Tools 5.1 On-Site Interview Day Plan (Downloadable), 74</p> <p>5.2 Interview Guide (Downloadable), 81</p> <p>5.3 Interview Debrief (Downloadable), 87</p> <p>5.4 Reference/Background Check (Downloadable), 90</p> <p><b>Chapter 6 Make the Right Offer, and Close the Right Sale the Right Way 95</b></p> <p>Forms and Tools 6.1 Offer Closing Process (Downloadable), 99</p> <p><b>Part III Give Your New Employee a Big Head Start Before Day One</b></p> <p><b>Chapter 7 Co-Create a Personal Onboarding Plan with Your New Employee 113</b></p> <p>Forms and Tools 7.1 Personal Onboarding Plan (Downloadable), 117</p> <p>7.2 Onboarding Conversation Guide (Downloadable), 125</p> <p><b>Chapter 8 Manage the Announcement to Set Your New Employee Up for Success 129</b></p> <p>Forms and Tools 8.1 Announcement Cascade (Downloadable), 138</p> <p><b>Chapter 9  Do What It Takes to Make Your New Employee Ready, Eager, and Able to Do Real Work on Day One 143</b></p> <p>Forms and Tools 9.1 Accommodation Checklist (Downloadable), 145</p> <p><b>Part IV Enable and Inspire Your New Employee To Deliver Better Results Faster</b></p> <p><b>Chapter 10 Make Positive First Impressions Both Ways 161</b></p> <p>Forms and Tools 10.1 Pseudonewcomer Audit (Downloadable), 168</p> <p>10.2 New Employee as Valued Customer (Downloadable), 171</p> <p><b>Chapter 11 Speed Development of Important Working Relationships 179</b></p> <p>Forms and Tools 11.1 Assimilation Checklist (Downloadable), 186</p> <p><b>Chapter 12 Provide Resources, Support, and Follow-Through 201</b></p> <p>Forms and Tools 12.1 New Manager Assimilation (Downloadable), 203</p> <p>12.2 Acceleration Checklist (Downloadable), 204</p> <p><b>Appendices</b></p> <p>Appendix I Organization-Wide Transformation 217</p> <p>Appendix II Sourcing Candidates on the Web 221</p> <p>Notes 225</p> <p>Glossary 231</p> <p>References 235</p> <p>About the Guest Experts 237</p> <p>About the Authors 241</p> <p>Index 243</p>

<p><b>GEORGE BRADT</b> is founder and Managing Director of PrimeGenesis, the premier executive transition consultancy. He was previously an executive at Unilever, Procter & Gamble, Disney, Coca-Cola, and J.D. Power and Associates. He is also the author of <i>The New Leader’s 100-Day Action Plan,</i> from Wiley.</p> <p><b>MARY VONNEGUT</b> is a Partner in PrimeGenesis. She was formerly president of a retail operation, senior vice president of marketing at Hanover Direct, and worked as a management consultant. She has launched new businesses, built marketing departments from the ground up, and crafted growth strategies.

<p>Getting new employees up to speed is one of the toughest jobs hiring managers face. Failure can lead to unfilled needs, unhappy recruits, and, ultimately, the failure to meet vital business goals. </p> <p>In <i>Onboarding, </i>top executive transition consultants George Bradt and Mary Vonnegut help you recruit great employees, orient them to your business culture and goals, and enable them to start contributing immediately. Even better, the Total Onboarding Program lets you get your new employees on track in half the normal time. <p>The Total Onboarding Program can dramatically improve the performance, fit, and readiness of every person who takes on a new role in your organization. As a result, onboarding helps build, sustain, and perpetuate high-performing teams and leads to sustained, organization-wide competitive advantage. With deliberate practice and the right tools, you’ll succeed at every step of the onboarding process: <ul><li>Preparing for your new employee’s success before you even start to recruit</li> <li>Finding a powerful slate of potential candidates</li> <li>Creating a personal onboarding plan with your new employee</li> <li>Making your new employee ready, eager, and able to do real work on day one</li> <li>Speeding the development of important working relationships</li> <li>Providing the right resources, support, and follow-through for new employees</li></ul> <p>Each chapter of <i>Onboarding</i> includes forms, checklists, and other tools to help you make your way through the entire onboarding process with efficiency and effectiveness. You’ll have all the resources you need to eliminate hiring mistakes and bad fits, improve employee retention, and align new employees with key business strategies. <p>For business leaders and hiring managers who want well-trained, responsive, efficient, and effective employees, <i>Onboarding</i> helps you get the very best from every new employee.

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