Get New IT Pros Up to Speed Fast

Research, done by Dan Schawbel, shows that job turnover rates are high. 

“Gen-Yers spend about two years before changing jobs, Gen-Xers tend to stay around five years and baby-boomers about seven years. Research from Anne Fisher reports that roughly 40 percent of executives who change jobs or get promoted fail in the first 18 months.”

Because there is a constant flow of new employees coming and old ones going, the more streamlined the onboarding process the better. Onboarding should start the moment a candidate is hired, the first day is key in setting them down the right path so they may successful as an employee.

The following is an abbreviated checklist for onboarding:

  • Incorporate company culture into onboarding
  • Set, clear expectations and goals
  • Assign a mentor
  • Identify career paths and demonstrate the skills and traits required to get to the next level
  • Make introductions to supervisors, stakeholders and team members
  • Keep the momentum going
  • Send a companywide email
  • Have multiple employees start at the same time

One think to bear in mind is that onboarding cannot be a cookie cutter process. The explanation for a senior executive position will be different form the entry level new hire straight out of college. This means your process should be adaptable and flexible.

Ryan Malinoski

Ryan Malinoski was a staff writer and technical assistant for CAI's Accelerating IT Success. He joined the team in 2013.

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