Friday, October 3, 2014

Mentoring for New Hires [Resource Collection]

Onboarding is a crucial time for new hires and the organization - will the relationship work, or won't it? How you bring new hires on board has a lot to do with how quickly they get up to speed in their job, how well they integrate with your company culture, and how long they stay with your organization.

Here's why mentoring for onboarding is a good tool:

Quick Stats: State of the New Hire

With the economy in an upswing, people are feeling secure enough to actively seek jobs as well as leave the jobs that, for one reason or another, they don’t feel are good fits for them anymore. While this has several different ramifications, from to recruitment to talent retention to knowledge retention, let’s focus for the moment on just one thing: new hires. Here’s some research on the current state of the new hire. Read more.

How Does Mentoring During Onboarding Support New Hires?

Context is important. Your new hires don’t know the culture of your organization because they haven’t become a part of it – yet. Because of this, there’s no structure into which they can put the new information they’re being given. Read more

How Does Mentoring During Onboarding Support the Organization? 

On the flip side, the biggest benefit for the organization is that new hires will more naturally engage with their new culture, coworkers, and work when given the right support. Read more.

Mentoring and Onboarding vs. Orientation and Buddies

In our recent webinar, we had a great question during Q&A: “What do you see as the difference between orientation and onboarding?” It boils down to this: orientation deals with the location of the printer, your computer, and your immediate coworkers. Onboarding deals with the job role and the culture of the organization. Read more.

How to Use Mentoring for Onboarding: Best Practices

Onboarding is a process that can really significantly be helped by mentoring, because mentoring allows you to structure onboarding from two angles: skills and culture. How? Simple – have two mentors, one for culture onboarding, and one for job-specific onboarding. Read more.


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