ABSTRACT
Onboarding builds a strong foundation from which all other strategic talent leadership practices stem, making it a critical component of any talent leadership approach. A time investment will be required—either on the front end in the form of onboarding or on the back end as a result of a resignation. Strategic talent leaders choose to invest their time in onboarding for long-term retention. The employee onboarding process begins with the acceptance of a position and extends through the first 90 days. As an alternative to duplicating multiday onboarding orientations throughout the year, transition the bulk of our content online and offer a reduced face-to-face experience. Employees who experience strong onboarding and up-boarding supports are 50 percent more likely to remain working in their organization. The survey should ask employees to evaluate the onboarding experience and provide feedback about what information, training and resources are still needed in order that they feel prepared for success.
