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TEKsystems designed, developed and delivered facilitation training in support of a large IT company’s new employee orientation program.
As companies bounce back from the economic downturn of the late 2000s and early 2010s, they are finding themselves in a position that they have not been in a while: hiring. But instead of just adding headcount, organizations are taking proactive steps to make smarter IT hiring decisions.
Hiring and retaining top talent is challenging, especially in the IT industry. Over 80 percent of IT leaders say it is extremely or moderately difficult to find quality candidates for open IT positions.1 Thus, once a successful candidate is identified and hired, it is extremely important for the new employee to become engaged and feel like a part of the company immediately. After all, the costs of losing a new employee are too high: hiring and training costs can vary from 25 to 200 percent of annual compensation.2
Having a strong, consistent onboarding program is a key component to achieving new employee engagement. Successful onboarding engages new employees by informing them about both the company's structure and culture; helping them build a support network that extends beyond their immediate department, colleagues and supervisor; and giving them the tools to be successful in their day-to-day work life and throughout their career with the company.
Organizations investing in talent retention are looking to vendors like TEKsystems Learning Solutions to build and enhance their onboarding processes to better compete for and keep top talent. They are seeking support in defining an onboarding structure, implementing best practices and building internal staff competencies around facilitation of engaging, high-quality onboarding programs.
The course material was over a year old by the time TEKsystems got involved, and in that time the client experienced significant changes that were not reflected in the material (e.g., CEO retirement / new leadership, major product changes). Also, the content was challenging for new, inexperienced facilitators. We overhauled the content in the new employee orientation facilitator and participant guides and added features that eased the facilitation experience. These new features were a direct result of comments from the new facilitators, who were overwhelmingly pleased with the new design.
Our client tracked metrics on each delivery, including a post-course survey where participants score the new employee orientation and the facilitator on a five-point scale. Success was defined by receiving a score of 4.5 or greater.
The program has received company-wide recognition, including high praise from leadership. As a result, new employee orientation is now mandatory to ensure all new employee receive a high-caliber, consistent and welcoming onboarding experience. In addition to leading the facilitator training, we implemented major updates to the material content.
Because of our successful partnership on facilitation training, the client has asked TEKsystems to revise the virtual new employee orientation training.
Senior leadership recognized the value of the program and made the program mandatory for all new hires. They have also encouraged volunteer participation for facilitators, which has led to a waiting list of volunteers who want to become new employee orientation facilitators.
Our engagement on this project grew from designing and facilitating a single train-the-trainer workshop, to delivering train-the-trainer classes across the globe. The client has spoken highly of the value we have added to the overall program.
Respect and appreciation.
New employee orientation trainers are volunteers, so it was important to our client that we transfer knowledge about how to lead new employee orientation, while being supportive of the volunteer’s individual ideas, experiences and style. It was a delicate balance of acknowledging their talents and contributions while providing guidance and coaching on how to improve their facilitation skills. We also wanted each facilitator to be empowered to bring their own flavor and personality to their delivery of the program, while remaining within the content parameters of the program.
1 (TEKsystems, June 2015)
2 (CareerBuilder, December 2012)