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Great Onboarding Can Lead to 50% Higher Retentionby Paul Edwards, CEDR HR Solutions
Finding skilled, talented candidates to work at your practice can be hard enough. How do you then convince your best employees to stick around once you’ve trained them?
One of the best things an employer can do for a new employee is to jump-start their “getting acquainted period” (the first 90 days of employment)by using a structured onboarding process. As HR experts, we’ve learned that this helps speed up the training, assessment, and engagement of your new hires. The first part of onboarding is to cover what you’re required to do by law. After that, your onboarding activities focus on getting your employee settled and grounded, making sure they have the best possible chance to learn, and assessing their capabilities and fit for your team and office culture.
These tasks are not easy to do, so it’s important to start simple. As with most areas of HR, the possibilities of what you could include in your onboarding process are endless. Develop your own list as you go and do as much or as little as you are comfortable with. Our own processes, which I’ll share with you, are culled from working with some of the best dental managers out there. Any improvements you choose to incorporate will help assimilate new hires into your team faster, better, and with a greater chance of sticking around...
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