Employee Orientation Is Day One and Nothing More - Workology

Employee Orientation Is Day One and Nothing More - Workology How to Make Employee Orientation A Welcoming Work Experience Not too long ago  Shelly Wallace Johnson wrote a great post on on-boarding. Today, Id like to focus on one piece of employee onboarding, orientation. Orientation. Its the worst day of your job, right? Employee orientation brings forth memories of boring policies and procedures, filling out payroll paperwork, your new hires sitting in a room watching PowerPoint after PowerPoint on all this stuff they HAVE to know so we might as well tell them everything on their first day so we can check it off our list. How to Make Employee Orientation A Welcoming Work Experience But does employee orientation need to really be that way? I know there are a lot of boring things we need to cover in that first day but cant we do it a little differently? And maybe even make it memorable? I think employee orientation starts long before that day one. I like to call this Pre-boarding. From the moment you post that job, every application you review, every applicant you meet and consider, each of those touchpoints should be considered part of pre-boarding, where you are not only selecting someone to be a part of the team, but they are also selecting you. You need to use this time to start selling the candidate on your culture. Take time to communicate with the candidate throughout the process so they know whats going on, to help them make the decision to join you if you decide you want them to. Orientation is Day One Day one is where you need to shine. Its their official welcome to your organization, your department and sets the tone for the rest of their employment with you. You want them to remember this day, with a smile. Look at what you need to cover on that first day and decide what absolutely must be covered during that time and what can you do differently. Can you do your new hire paper and payroll paperwork electronically? Are there other documents you can send prior to that first day for them to review? If you want to ensure they have reviewed them, create a short quiz for them to complete after. You can use online survey services to create short quizzes without breaking the bank. You want to get all that boring policy stuff out of the way so they can enjoy their first day. Of course, there are a few things that cant be missed including employee benefits. You want to be sure you have plenty of time to review your benefit package and share tips and hints with your new staff during orientation. Again, send them what you can ahead of time, give them time to start reviewing it before they even step foot in your organization. I like to give my candidates a detailed overview of the benefits package during the interview process a new job is a big decision and they need to know the details in order to make an informed decision. During orientation give them plenty of time to review the details, ask questions, and ensure they know exactly what they need to do to sign up for your employee benefits package. What are the other items for your organization that are not-miss on day one? First thing is your companys employee brand proposition, mission, and vision. Hopefully, youve talked about this in the interview process. This is your opportunity to remind them of why you exist, what your purpose is and get them excited, again, about working for you, with you. I also like to do a high-level overview of the policies and procedures. Maybe youve sent them a copy or maybe youre giving them a copy during orientation. Keep the overview high level to touch on whats important. Do not read it to them or put it all in a PowerPoint to go through in great detail. You need to trust in your hiring process and know that you made a good hiring decision. Chances are this employee can read. Entrust them to reading the procedures. What New Hire Need to Know After Employee Orientation My goals when the employee leaves orientation include knowing When payday is and how they will be getting paid See example employee payday question like this one published on a public forum Information about time off and away from work how to request it, how its earned Where to park  and how to get their parking pass Expectations around safety Employee benefits information and how to sign up Everything else is on-boarding and, in my opinion, is down to the hiring manager to get the employee up to speed and trained to be the strong employee you expected.

Is Your Resume Responsible -

Is Your Resume Responsible - In the wake of looking into more than 150 continues in a multi day time length I concluded that there is a genuine pandemic out there. A plague so unsafe it is costing a great many individuals a large number of dollars consistently. It is known as the obligation infection and it is tainting a great many continues the whole way across the country. Think Im joking? Investigate your resume. Does your resume incorporate any of the accompanying proclamations? Answerable for XYZHeld duty for.Ability to.adept at. obligations included. All things considered, does your resume have any of those expressions? In the event that you addressed yes Im unfortunately youve been contaminated and it is costing you weeks in your pursuit of employment and several dollars in pay while you are jobless. On the off chance that your resume does exclude these expressions yell for delight youre invulnerable. Simply ensure you dont get it whenever later on. Shield your resume from these unsafe expressions no matter what! I have heard additionally employing chiefs and enrollment specialists then I can tally say the amount they abhor those words. **FLASHING LIGHTS AND SIRENS** maintain a strategic distance from those decision words. All you are truly doing is messing yourself up before you ever truly get an opportunity to begin. Utilizing those expressions are destructive for a few reasons. (1) They are exhausting. I dont know numerous individuals who jumped from that point seat to make a call to an applicant who utilized the words liable for or obligations remembered for his resume. (2) They are derived. At the point when you are posting achievements and data on your resume on the off chance that you did it, it is induced that you were liable for doing it or it is one of your activity duties. No compelling reason to express the self-evident. (3) They need power and the exceedingly significant WOW factor. They even need substance so far as that is concerned. There are progressively succinct approaches to state you accomplished something. Here are a couple of other decision words you can attempt: Spearheaded, Spearheaded, Implemented, Launched, Championed, Marshaled, Initiated and Developed. These are only a couple of the numerous bright, amazing, and succinct options in contrast to contracting the dependable infection on your resume. It is astounding how one little change can hugy affect your resume. Experience your resume and spread letter and look for all examples of the words liable for, obligations notwithstanding, capacity to, and skilled at then supplant them with suitable solid activity action word decisions like those recorded previously. I think youll be astonished at the input youll get.

Preparing for a Career Change

Getting ready for a Career Change Do you get yourself not cherishing what you do any longer? Is it accurate to say that you are thinking about seeking after an alternate enthusiasm? You're not the only one. As you age, interests change. This leads numerous to consider evolving vocations, yet don't because of the money related dangers. Luckily, there are a few hints to changing vocations at any age, for example, making a spending plan, remaining mindful of obligation, and timing your progress. When truly mulling over a lifelong change, it's urgent to refine your general financial plan. Entering another industry can be monetarily troubling for certain individuals since they by and large need to begin section level. This implies a lessening in salary. In any case, numerous individuals will adjust their ways of life to seek after an enthusiasm. Refine your spending plan by distinguishing spots to spare. Remember the basics like lease and food supplies will dominatingly continue as before. Giving up diversion and other pointless costs will in general go first. Before making a lifelong change, consider taking care of high-intrigue obligation. A few people's obligation to-pay proportion changes when changing to a lower paying employment, so deliberately organizing high-intrigue obligation while in a more lucrative job can be increasingly advantageous. Credit.com prescribes paying off past commitments to 25% of your assessed salary before abandoning your present profession. Staying key with obligation uncovers the third part of planning for a lifelong change: timing. Characterize what significant objectives you have anticipated the following five years. On the off chance that purchasing a home or beginning a family rings a bell, reconsider if making an industry change is monetarily savvy for you. Abstain from taking on an excess of monetary hazard on the double. It could be increasingly insightful to spread significant life occasions out like clockwork. Invest energy investigating the business you need to enter and converse with a monetary counselor. Changing vocations is conceivable and can prompt an expanded work fulfillment, however harshly investigate your money related circumstance before doing the switch! If you don't mind incorporate attribution to Credit.com with this realistic.

Copeland Coaching Podcast Episode 19 Karen Weiss, Director of Career and Employer Engagement, Pepperdine University - Copeland Coaching

Copeland Coaching Podcast Episode 19 Karen Weiss, Director of Career and Employer Engagement, Pepperdine University Episode 19 of the Copeland Coaching Podcast is live! This week we talk with Karen Weiss, Director of Career and Employer Engagement at Pepperdine University’s Graziadio School of Business in Los Angeles, CA. Karen is also a Professional Career Coach. Founded on the core values of integrity, stewardship, courage, and compassion, Pepperdine University’s Graziadio School of Business and Management has been developing values-centered leaders who advance responsible business practice since 1969. It was also recently ranked by Forbes as the #9 Most Entrepreneurial University! Karen shares her insights on networking, overcoming your fears, and interview preparation. Listen and learn more! You can play the podcast here, or download it for free on Apple Podcasts. If you enjoy the program, subscribe today to the Copeland Coaching Podcast on Apple Podcasts to ensure you don’t miss an episode!