BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20180523T150000 DTEND:20180523T160000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20180523T000000-2033877903-example.com DTSTAMP:20180523T000000 DTSTART;TZID="US/Eastern":20180523T150000 DTEND;TZID="US/Eastern":20180523T160000 SUMMARY:Employee Onboarding Vs Orientation - Why You Need Both DESCRIPTION: Is your hiring and on boarding process costing you unnecessarily? Did you know…. Nearly 1/3 of people are job searching within six months of employment Almost 1/3 of externally hired executives miss expectations in the first two years With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years. Introducing an onboarding program in to your hiring process can mean the difference between retaining top employees and watching them walk out the door after several months. Companies that implement an effective onboarding program during the first three months of the new hire employment experience will have 31% less turnover than those who don’t according to the Aberdeen Group.  If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth and length of these programs. The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.  What does yours do? And do you even have an onboarding program? PRIORITY:3END:VEVENT END:VCALENDAR