Tulsa Medical Staffing | 5 ways to Prepare for Post-Covid Hiring

Facebook Twitter Indeed LinkedIn YouTube Pinterest

You are listening to Trinity employment’s “A” player matchmaker podcast, starring your host and the co-founder of Trinity employment specialists, Cory Minter. Hello, and welcome back to the A-player matchmakers, where we’re always trying to find it ways to add value to job seekers and employers. And the title of this podcast is five employee onboarding statistics that you really need to know in the year 2020, Whoa has 2020 been crazy so far. We’re in June. We’re halfway through this year. Thank goodness. It’s really been an emotional roller coaster for a lot of people. Some businesses have really increased with our new Tulsa Medical Staffing service. I know that, uh, one of my buddies who owns a Chick-fil-A their business has soared. Um, I have a buddy who owns, uh, it firm, and their business has soared for obvious reasons. Um, but a majority of businesses, including almost every staffing firm that I know of have really struggled. And so these are some things that you really need to know because here coming soon, because according to the Bureau of labor statistics over this COVID situation that we experienced in February, March, April, and in may, um, there were 30 million people that applied for unemployment benefits.

So we had roughly 30 million people lose their jobs. Holy smokes. And then what this means, I believe is that because the economy is booming just last month, right? In the last couple of weeks, we added 2.5 million jobs all in luck, just a couple of weeks time period. So it’s obvious that this is going to be a very short-lived recession, likely not guaranteed, but likely. And then we’re going to see the biggest resurgence into the economy that we’ve seen in a while. I believe actually that this is going to be good for staffing firms because people are going to likely use staffing firms to rebuild their teams. But what I also think that this means is that it is really important for employee employers to have a solid onboarding process. And here are some statistics on why it’s so very important because there’s going to be so many job changes and recruiters are going to be very, very active going after likely some of your top employees.

I know that, um, we have a really solid culture here, but I have my employees let me know all the time when they’re being contacted by other staffing firms, other firms, trying to snatch them up because they’ve heard they do a good job. And I’m just so very grateful that we have a culture here to keep them here. But if you don’t think that other companies are going to be coming after some of your top employees, I think that you’re going to be wrong. And you’re going to want to make sure that the new hires that you bring in who are going to be very vulnerable because the turnover rate can get really hazardous without a Tulsa Medical Staffing service to funnel you, employees.

I’m out of whack. Sometimes I think you’re going to find out that it’s going to those companies who have a great onboarding experience are going to have a much higher retention rate because those first three months are really, really important. And that is when the onboarding process happens. So let’s, let’s take a look at this, you know, as we continue into 2020 strategic employee onboarding continues to be a key focus in some of the top organizations in our nation. The most innovative companies understand that building an effective onboarding program is an ongoing process, but it’s so important that you have a Tulsa Medical Staffing to help you in your time of need. Sapling is a provider of onboarding and HR software that automates workflows and empowers teams with the right data insights and onboarding employees. So the number one, the first statistic that I want to share is organized, it comes from Glassdoor, by the way, um, organizations with a strong onboarding process, improve new hire retention by 82% and productivity over 70%, see unemployment right now is relatively high

and we’re getting ready to begin adding jobs. I’m telling you, employees are going, it’s going to go back to being an employees market very soon. And people are going to have a lot of choices when it comes to where they want to work. So it’s really important to engage and retain the good employees you have from day one, a players recognize a good onboarding system and process, and they appreciate it. I promise you, they do a strong employee onboarding process can help you accomplish that retention goal that you’re going to have while also helping new hires get ramped up faster and get pre productive or profitable for you faster.

You want them to be revenue generators, not non-revenue generators. As soon as possible. Number two, this statistic comes from a company called H C I 58% of organizations say their onboarding program is focused on processes and paperwork. And this is not a good thing. It’s no surprise that only 12% of employees think their organization does a great job with onboarding. When more than half focused, primarily on processes and paperwork. Furthermore, one third said that their onboarding program was informal and consistent. It was impersonal and it was reactive. Employees can tell those that are proactive and ready, and those that are reactive and not ready. The best employee onboarding programs are structured and strategic rather than administrative or administrative minded. It’s personal. It matters. You need to have a focus on people, not the paperwork statistic. Number three, employees who had a negative new hire onboarding experience are twice as likely to look for new opportunities in the near future with all of our Tulsa Medical Staffing people. This source comes from digital. Now, listen. Yeah, we’ve all heard of the saying. You never get a second chance to make a first impression aren’t that first stage is your first impression. People are going to set up a Sur, a weird sock, a psychologically crazy set of rules and values and belief systems on your company. On that first day, I’m telling you it’s, it’s very much the same kind of psychology that when you were a kid and you touch something hot, like a stove, and you’re like, oh, I don’t want to do that again. You set your mindset up a belief system about the stove.

Employees are going to set up a belief system about your company on the first day. And it’s going to go somewhat similar to this. Yes, no. Or maybe, yes, this is good for me. No, this is not good for me. Or maybe this might be good for me, but I’m not really sure. Yeah, definitely want them thinking that. Yes, but it takes effort to do it. Number four, the average US employer spends 4,024 days to hire a new worker, with a negative new hire onboarding experience. Your new hire could walk away, could walk out and affect it and effectively double your cost in time to hire. You’ve got to take account the cost of the vacancy and the amount of time that it’s going to take to get that person profitable for you. Number five, the top five onboarding challenges are inconsistent application. It is an ins inconsistent application, competing priorities. They don’t know what the priority is. They don’t have an S they don’t have a definition of what equals winning and what equals losing, um, measuring ROI and getting the bot, getting the buy-in from the manager, and that sources from HCI as well. Um, the last statistic that I’m going to share with you is number six, the average new hire has 54 activities to complete during their onboarding process experience that the source is a sapling. Sapling is an organization that specializes in helping companies set up onboarding processes, but you don’t have to pay a lot. You just have to use some common sense in a little bit of research. I mean, listen, if, if you’re concerned about paying for it, give me a call here at Trinity at (918) 622-2588. Ask for Cory Metro that’s me. And I will be willing to give you some really great information for you to consider. Every company is a little bit different, but you need a strong Tulsa Medical Staffing to help you stay afloat.

but you want to make your onboarding process personal and not administrative. The average new hire will be assigned three documents to sign upload or acknowledge and 41 administrative tasks to complete. They will also have tin outcomes, which are achieved learning goals around the company, culture, market knowledge and role alignment. This variety of acted of activities ensure that the new hire is fully acclimated and integrated into their new role. Listen, if you’re going to have 41 administrative tasks to complete just for your own boarding process, and if you think about it with all of the new laws, that’s, that’s likely very accurate. You better make it personal. If they’re going to be dealing with 41 things administratively, especially a mine like me with a great Tulsa Medical Staffing service, Holy smokes, I’ll be done after the first 10.

You definitely want to put some thought process into it, try to be intrinsic and, and put yourself in the position of the employee and ask yourself, would that frustrate you employees can go anywhere more than ever now, more than ever. Their very employees are very finicky and you just can’t irritate them. In the first 90 days, you got to make them feel comfortable and excited about where they’re working. Keep in mind, they’re going to spend more time at this new place of employment than they will. Their families. A lot of people are paying attention to that now. And I really think that having a great onboarding system will help our partners at Trinity and it’ll help any organization that listens to this. I hope that this helps you give Trinity a call. If we can help you in any way, our number is (918) 622-2588. Or you can visit us online at Trinityemployment.com for all Tulsa Medical Staffing services info.

Responsive Menu
Add more content here...