Staying Fully Staffed Part V: Onboarding

Improve the onboarding and training process. How much effort does your company put into ensuring that new employees are properly oriented and trained before being put to work? People who do not feel adequately trained do not last. Employees who do not know the inner workings of your company are bound to make mistakes, costing your company money and/or credibility, and costing them confidence and enthusiasm. How fast is your hiring process? Companies that fiddle around too long with a slow hiring and onboarding process are losing workers to their competitors who have a more expedited process.

Does your company have an up to date policy and procedure manual? How can you possibly expect your people to know what to do when you’re not around if you do not have a thorough P&P manual? Having a good policy manual is important for new employees who may not know how to do everything the company way.

Earlier we discussed hiring people who can possibly do part of a role, but not the entire role without additional training. Splitting a role up into its sub-roles is a way to fill open positions, but it takes a little work. This is especially effective for roles that are multi-disciplinary or that perform a variety of related jobs. Let’s look at an example. Web development is a multi-step process that requires skills in coding, writing content, and the artistic skills to put it all together in a way that flows smoothly and is readable and pleasant to the target audience. Good web developers are in high demand right now. Suppose you yourself have the artistic experience, but not the time to do it yourself. You can possibly hire a new college grad who was an English major and is excellent at writing to do the content writing. Then you can combine their efforts with a coder who builds the web site structure and assembles the parts under your guidance. While this may be a simplistic example, you get the idea. Apply this concept to your company.

Mapping out each role within an organization can appear to be a waste of time but it actually pays dividends in the hiring, training, promotion, and retention of employees. What is role mapping? The condensed (and dense) definition is the process of formally combining the job description with specific training requirements, promotion pathways, and pay increases. An excellent example would be found in the military. To become an infantryman requires passing at least two specific courses, basic training and infantry specialty training. The map continues with promotion pathway, giving the soldier the chance to advance “up the food chain”. Each level along the way requires certain accomplishments, such as passing courses, obtaining certain levels on performance evaluations, a scarcity of complaints against the individual, etc. The military unit offers the soldier the opportunity to attend these required training events or courses if they choose to do so. Each level of advancement is also tied to a specified pay increase that is in writing, making it predictable and something to be looked forward to by the soldier. Finally, each level of advancement requires that soldier to perform a combination of more tasks and more skillful tasks. With the promotions come the perks and the responsibilities. A company that has such maps in place and executed fairly for its employees can experience easier training management and higher employee retention.


There they are! Five steps to remaining fully staffed in a tight labor market. It’s up to you to apply these steps in a way that best fits the needs of your company. Here at Simplified Marketing Concepts we are a small business. We know what you’re going through. Feel free to reach out to us for help, sympathy, whatever! We’re all in this exciting adventure together!

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