Who do you REALLY need to bring ONBOARD?

One of my search partner and colleague from Canada lamented to me, “My clients used to blame me for hiring mistakes that are beyond my control. The sink or swim onboarding approaches these employers are using are froth with dangers lurking beneath the calm surface; often my candidates got eaten up by sharks in my clients’ own pool!”  He continued, “My marketing professor taught me that the client is always right. After 20 years in this headhunting business, I found many of my clients still think that they are always right, but it just ain’t so. Many researchers have shown that most of the hiring mistakes within the first 18 months are attributable to onboarding failure.” 

This partner of mine has vowed not to accept any search assignment if his clients do not want to work together with him to onboard the new hires within the first 100 days of hiring. As he rightly put it, “Not willing to onboard the candidate properly is like locking the front door of your house to keep-out the wrong people, but leaving the back door open!”  Isn’t it ironic that employers are willing to pay lots of money to ‘headhunt’ high performing individuals, but not willing to do a little bit more to ensure their newly acquired talents succeed?  Would you buy an expensive car without buying the insurance that go with it? Onboarding is your insurance for hiring failures.

George Bradt, the guru and author of ONBOARDING: How to Get Your New Employees Up to Speed in Half the Time will show you how to get your prized new executives, managers, and leaders to hit the ground running within the first 100 days of hiring. His TOTAL ONBOARDING PROGRAM (TOP) will guide you and your team to translate and implement Onboarding best practices within your organization.  If you are in the midst of making your next career move; you should read his 3rd Edition best-selling book entitled: The New Leader 100-Day Action Plan.  Your success depends on it.