Many of us can remember taking a personality assessment, whether that is in a current position, in a first job - maybe even in college. Personality assessments are typically aimed at identifying strengths and weaknesses. In an educational setting, these assessments may provide the participant with good career matches. In a workplace setting, these assessments can help leadership identify candidate position fit, or overall work team diversity.
You have navigated your new employee through socialization, position training, and overall integration into the organization. They are now confidently going through their day and meeting other co-workers. You have noticed they attend your check in conversations with excitement and suggestions for improvement and began answering questions for newer hires joining the organization.
Now, let’s dive into the core of the onboarding process. If you missed the blog about pre-onboarding, I suggest reading that first and then coming back to this one. We went through the first impression, now the new hire has officially arrived for their first day: the first moment of onboarding. This stage is where the new hire becomes an integrated and productive member of your team. Let's explore this critical phase in the employee journey.
Onboarding is a free, first opportunity to retain your new hires. It allows the organization to set the tone for the new hire experience, while having an opportunity to instill a new culture or proper training. Many organizations focus on the main course of onboarding, and even more often on orientation. There is a less known (but highly valuable) missed step: pre-onboarding. In this blog, we'll explore what pre-onboarding is, how it can positively impact your employees and your organization, and some best practices to bring back to your new hires.
As employers continue to grapple with the talent shortage, some manufacturers are having success hiring more non-traditional candidates and using innovative and inclusive methods in their recruitment. Non-traditional candidates are people with relevant skills who may not meet traditional job requirements. Education and experience are often overlooked and maybe even excluded when sorting through resumes or applications. This could include the neurodivergent community, justice-impacted or returning citizens, people with disabilities, youth between 18-24 who didn’t go to college, limited English speakers, and others.
It’s probably never happened to you, but have you ever found that you don’t get good and useful feedback from your staff, teammates, leadership, and maybe even family or friends? You ask, then… crickets? It may be that you’ve trained them that way.
This is an original article from the NIST Manufacturing Innovation Blog.
Up and down busy streets nationwide, the same six-word banners stand outside in front of hundreds of businesses. Affixed to poles on front lawns or hanging above entrance doors, these inescapable banners, while the numbers may vary, almost always have the same wording:
How important is it to bring Millennials into your workforce? Let’s put it this way: Like an unstoppable speeding train, the future is coming up fast. Couple that with the fact that the future belongs to those who adapt advanced manufacturing technologies. Will yours be the company running to catch the train after it has left the station?
On the heels of the global pandemic comes yet another challenge for manufacturers to face: The coming of the “smart factory”. The factory that requires you to upskill your workers just to stay afloat and will leave you and your employees behind if you don’t start planning now. Right now.
This is an original article from JFF’s Center for Apprenticeship & Work-Based Learning.
Work-based learning refers to meaningful training that takes place at work, usually under the direction of employer coaches and managers, and has been shown to produce high value for both companies and workers.
