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| Tuesday, 2 April 2013, 14:10 HKT/SGT | |
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Source: Hays | |
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TOKYO, Apr 2, 2013 - (ACN Newswire) - How new staff are managed into a business - the onboarding process - can be the difference between an ultimately successful hire and one that is destined to fail. And C-level employees need just as much help before starting a new appointment as junior staff, warns recruiting experts Hays.
The issue of onboarding, explored in the latest Hays Journal, out now, is crucial for businesses to address in order to retain their hires, especially the more senior appointments, according to Jonathan Sampson, Regional Director of Hays in Japan.
"When an organisation is looking to fill the top job, the processes usually applied to more junior staff are often not employed, leaving the CEO to find his or her own way," says Jonathan.
"It's also much less likely that you have a formal onboarding process in place when hiring your CEO because, ideally, you will not be required to do this very often. But the risk increases the more senior you go. Getting a senior leader's onboarding wrong from the outset is a fundamental problem for any business."
Contrary to popular belief, onboarding does not start on day one of a new job. Induction or orientation programmes are designed to help new arrivals learn the ropes. They effectively take over where onboarding leaves off. Onboarding begins before the new employee has started working, from the moment that he or she is in the running for the job.
At junior levels, best practice onboarding typically includes sending new recruits company information ahead of joining, preparing a personalised workstation for the individual, introducing them to their colleagues and key stakeholders both formally and informally ahead of time, plus providing them with a peer-buddy.
However, this common-sense and straightforward approach can be ignored higher up the recruitment ranks. Many executive hires are given vital data before their first day, such as the names of key stakeholders, top-line figures and detailed project information. However, some other essential elements of the company, including organisational culture, values and working processes, are sometimes overlooked in the onboarding process.
"Some new CEOs find it difficult to adjust in that first three-to six-month period because they're not able to sort the wheat from the chaff and really understand what is meaningful to the business and what isn't," says Jonathan.
Certainly, the potential damage of creating a bad hire by failing to manage an individual into a business is great. Some estimates suggest that the financial cost to an organisation can be up to 14 times the employee's salary, though the Chartered Institute of Personnel and Development (CIPD) in the UK puts this at a more modest level of between four and six times' base salary, depending on the seniority of the person in question.
Either way, having an effective onboarding process can go some way towards avoiding such costly errors and can vastly improve the probability of a cultural fit.
For more information about the Hays journal, go to www.hays-journal.com .
Hays, the world's leading recruiting experts in qualified, professional and skilled people.
About Hays
Hays is the leading global specialist recruiting group. It is the expert at recruiting qualified, professional and skilled people worldwide.
Hays Specialist Recruitment Japan KK ("Hays") is the largest foreign recruitment company in Japan and operates across the private sector, dealing in permanent positions, contract roles and temporary assignments. Hays has been in Japan for more than a decade, and boasts a track record of success and growth.
Hays is the only foreign recruitment company in Japan to operate specialist business units composed of professionals with experience and expertise in the sectors they cover. Hays Japan's thirteen specialisms span Accountancy & Finance, Banking, Finance Technology, Human Resources, Hays Resource Management, Information Technology, Insurance, Legal, Life Sciences, Office Professionals, Property, Sales & Marketing and Supply Chain.
Hays is also the only foreign recruitment company in Japan to operate three local offices, serving the Kanto region from Akasaka and Shinjuku, and Kansai from central Osaka.
Hays Japan is the local representative office for Hays plc, which is a global company with more than 7,800 staff operating from 245 offices across 33 countries.
Hays operates in the following countries: Australia, Austria, Belgium, Brazil, Canada, Colombia, Chile, China, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the UK and the USA.
Contact:
Keiko Asakura
Hays Japan
Marketing Manager
+81-3-3560-2813
Keiko.Asakura@hays.co.jp
Topic: Research / Industry Report
Source: Hays
Sectors: Daily News
https://www.acnnewswire.com
From the Asia Corporate News Network
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