Interviewing? Ask for Onboarding

Are you one of the many job-seekers out there interviewing for those precious-few positions? Do you want to stand out from the crowd of candidates vying for the same position?

Try this. Next time you are blessed with an interview, (yes, blessed, even interviews are hard to come by these days) ask about the organization's onboarding program. Is there one and what's it like?

This will not only suggest that you are well-informed on the latest talent management practices, but it will also tell you a lot about your prospective employer.

From this one question you will learn--

-how well do they value their new hires?
-how much do the invest in the development of their people?
-is there culture supportive and open?
-do they plan to contribute resources to your success?

This information can be extremely helpful in making your decision whether or not this organization is a match for your values and objectives. It may also provide you some leverage when discussing an offer on the table. You will have a chance to ask for support and resources that may have been missing.

Onboarding may not be an intergrated part of every organization's talent management but every new hire deserves support from the organization to make a smooth transition and to be set up for success.

It's better to know what's in store for you sooner rather than later.

Onboarding and the Current Job Market

The job market continues to lag behind the other economic indicators, so it’s more important than ever to focus on a successful search and onboarding process.


The National Employment Report published and released last week by ADP, Automated Data Processing, a business services firm, provided an improving, but still declining job market from the month of June to July 2009. They found that the employment decline in this timeframe was the smallest since October of 2008.

Good news? It could be worse, but according to ADP, jobs are a “lagging indicator” of the health of the economy and they expect to see further decline before the labor market actually starts adding jobs.


However, this does not mean that hiring has stopped. Organizations in certain sectors are growing and hiring while others are just trying to keep up with attrition. According to Forbes.com, during their last fiscal years, Wal-mart, the retail giant, hired 100,000 new associates, while Randstad, the international temporary staffing company, hired 59,000, and IBM hired 31,000 new people to fill existing and growth-related positions.

So in this type of climate, how can the job seeker be successful and what role does the organization have in his or her success? Because the selection process is now longer and there are more candidates in the pool, it is more important than ever for these new associates to “hit the ground running” in their new positions. The primary responsibility is on the new hire to manage his or her own transition, but the organization must also step-up to support the onboarding process.

What an Individual Can Do to “Jump-start” the Onboarding Process?

Even though it may seem like it, the “work” is not done once a candidate has accepted the job. Time and attention to the transition is critical because so many people, particularly the ones in the managerial positions tend to have difficulty in the first few months on the job and can derail, costing the individual and the organization time and money.

Here are some key things that all new hires must do to cement success in a new role:
• Create a plan
• Identify key stakeholders; build relationships
• Be clear about the role and what is expected
• Be patient
• Ask questions
• Listen, observe

So again, the work is not over when the job is accepted--it's just beginning.

Next blog--What can organizations do to support onboarding in this climate?