Hiring and Selection
On-Board Feedback for Newly Hired Employees
Have you found yourself asking why a new employee who seemed like the perfect match for a job leaves within the first year? You're not alone. HSD®'s ExitRight® turnover research indicates 50% all new hires voluntarily terminate in the first 12 months of employment.
And that, according to The Bureau of Labor Statistics, can cost you between 30%-70% of the first year's salary. That's why orientation and entry experiences are so vital: because they help set the tone for how well new employees perform — and how long they stay.
Focused feedback
HSD® has developed a questionnaire that helps pinpoint the effectiveness of your orientation and entry processes. It provides you with the feedback you need to see if your processes are meeting the needs of new employees — and if there is a risk of turnover. This questionnaire is designed to be given at the end of the probationary or new hiring training period, most typically at 90 days.
Quick, convenient assessment
The questionnaire is easy to use. Your employees can access it right from their computers. They simply go to the HSD® website, enter their personal password, and complete the questionnaire. The data is gathered in your company's own database or the HSD® site. If you prefer, paper and phone interview returns are also an option.
Complete, concise reports
HSD® will keep you informed by generating reports any time you choose.
Reports include:
- Responses to 30-35 question items grouped by the following key factors:
- Company information
- Selection and hiring process
- Immediate supervisor involvement with the new hire experience
- Management, human resource, co-worker support and guidance
- Job and work satisfaction
- Comments, suggestions and concerns related to those factors
- Suggestions for improving the orientation process
The data may be aggregated by business units, job group or other key demographic information.
Request a pricing quote
The pricing for the Orientation and Entry Feedback questionnaire is based on the amount of customization, the number of respondents, the frequency of reports, and the number of report groupings. There is a one-time setup fee, a cost per respondent, and a cost for each report.
To request a pricing quote, include name, company, phone number, email address, # of employees, estimated # of new hires per year.
Interview and Selection System Training
Select the best
Selecting the best people is a complex task. A resume too often fails to show a candidate's true capabilities or potential. Attitudes are as important as skills. So to find the right people — and keep them long-term — you need to find candidates who fit best with your mission and values. So your interviewers must be prepared to ask the right questions and interpret the answers correctly.
Strengthen the interview process
Most managers have not been trained to interview for success. Selection interviews all too often rely on a quick chat or a long lunch in search of "chemistry." It's a format with no consistency that leaves far too much open to interpretation. And it's a format that leads to unsuccessful hires — hires that cost your organization dollars.
So how can you develop consistent, reliable interviews? How can you upgrade interview skills? And how do you search for leadership potential, creativity and values? With an upgraded interview procedure that produces data not just on skills but determines if a candidate fits with the philosophy, work ethic, mission, vision and ambitions of your organization.
That's where HSD® can help. Our Selecting the Best interview training helps managers and interview teams ask the probing questions needed to ensure useful appraisals.
Gather essential information
Your managers need to conduct interviews comfortably and completely, with a process that ensures essential information is gathered every time. Intuition may be important, but hard facts are critical.
Selecting the Best interview training provides your managers with the ability to:
- Understand your company's selection and hiring process
- Improve their interviewing skills, knowledge and abilities
- Improve the quality of candidates hired
- Build confidence as an interviewer
- Make better hiring decisions by following consistent processes
- Reduce costs by increasing hiring retention
More support
HSD®'s learning agenda for Selecting the Best also includes a variety of lectures, videos, group discussions, group activities, reading, self-assessment and practice. The agenda includes:
- Course purpose and expectations
- Pre-test of interviewing knowledge
- Common interview mistakes (video)
- Your selection and hiring process
- Best interview practices - "More than a Gut Feeling" (video)
- Behavior-based interviewing concepts and questions
- Proven interview techniques
- Stereotypes, bias, and prejudice in interviews
- Avoiding illegal interview questions
- Reference checks
- Preparing for the interview using job descriptions and an interview guide
- Interview practice
- Evaluating the candidate
- Pre-test answers, learning debrief, closure