EARLY ADVANTAGE … FOR SOME

Survey: Orientation Programs Effective but Not Offered by a Third of Employers
   

MENLO
PARK, CA — Although businesses want new staff to “hit the ground
running,” some firms may be hindering employees by not offering enough
resources during their first days on the job.  According to a recent
survey, one-third of workers said their employers
offered no formal orientation program when they joined the company.
This could be a missed opportunity — a large majority of respondents (87 percent) who received this type of training said it helped prepare them for success with the organization.

The survey was developed by Robert Half International, the world’s
first and largest staffing service specializing in accounting, finance
and information technology.  It was conducted by an independent
research firm and includes responses from 492 full- or part-time
workers 18 years of age or older and employed in office environments.

Workers were asked, “Did your current employer provide a formal orientation program when you joined the organization?”  Their responses:

Yes 63%
No 33%
Don’t know/no answer    4%
  100%

Respondents who answered “yes” also were asked, “How effective do you feel your company’s orientation program was in preparing you for success at your firm?”  Their responses:

Very effective 45%
Somewhat effective 42%
Not very effective 8%
Not effective at all 4%
Don’t know    1%
  100%

“An employee’s first days of work leave a lasting impression, and an
orientation program helps staff acclimate more quickly and
comfortably,” said Max Messmer, chairman and CEO of Robert Half
International and author of Human Resources Kit For Dummies®,
2nd Edition (John Wiley & Sons, Inc.).  “These programs also
provide employers an opportunity to reinforce the firm’s values and set
expectations.”

Robert Half provided the following tips for an effective orientation program:

  • Remember the basics.  Supervisors should give new hires a tour of the office, introduce them to their colleagues and explain security procedures.
  • Invite senior management.  An appearance by an executive or
    other company leader adds credibility and weight to the session.  If
    this is not possible, a high-quality video or virtual appearance may
    suffice.
  • Keep messaging consistent.  The ideas conveyed in the
    orientation should reflect those expressed during the recruitment
    process and how the company presents itself externally.
  • Develop an agenda.  Providing an overview of the discussion
    lets employees know what they can expect and signals the importance the
    organization places on the program.

“To be effective, the orientation process must be an ongoing one,”
added Messmer.  “Managers should consider assigning new staff a mentor
who can provide guidance and answer questions.”

Robert Half International has more than 350 staffing locations in
North America, Europe and the Asia-Pacific region, and offers online
job search services at www.rhi.com.

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