Quiet Quitting – What Employers Need to Know

Quiet quitting by employees is shouting a profound message to their employers that Human Resources professionals, and organizations as a whole, cannot ignore. The pandemic impacted businesses in myriad ways, and for many employees, the pandemic delivered an epiphany. Through lockdowns, quarantines, and long periods of remote work, workers had the opportunity to reevaluate their personal and professional lives. Part of this evaluation was taking a hard look at their daily lives and discerning what really mattered to them. Many determined that a healthy work-life balance was essential.

LinkedIn’s Global Talent Trends 2022 report attests to employees’ wants and needs evolving into a more distinct work-life balance. The intrinsic flame burning in many employees started to flicker, and for some that flame went out completely. While quiet quitting is not a new concept, it is on the increase in many organizations. Leadership needs to identify and implement solutions to address the concerns of “quiet quitters” on their teams.

Quiet quitting is getting increased notoriety through social media today. However, the idea has been around in some form for quite a long time. In the past, the idea was used to describe employees who had hit burnout and shifted gears to do the minimum work needed to do the job adequately. That definition is accurate for some quiet quitters; however, quiet quitting has evolved into a more broad concept.

What is Quiet Quitting?

Quiet quitting does not have a strictly defined meaning, nor does it look the same for all employees. Some quiet quitting employees do not take on additional work or responsibilities, but still complete their responsibilities with excellence. For other employees, their version of quiet quitting is doing the minimum required–and nothing further.

TechTarget generalizes quiet quitting as a “rebellion” against the “hustle culture” of going above and beyond what a job requires, and instead, limiting their tasks to only those within their job description to avoid longer hours. These employees are technically fulfilling their job duties; however, they reject the “work-is-life” mindset where they feel obligated to continually do more. They are not seeking the “golden employee” label. Rather, they are trading long hours, additional projects, and accelerated promotions for the ability to go home and focus on non-work activities. They leave work at work. Ultimately, less is more for them.

From data collected in June 2022 through a Gallup poll, quiet quitters make up at least 50% or more of the United States workforce. Mic drop. Over half of the country’s employees are “quiet quitters”.

What is the Impact of Quiet Quitting?

Quiet quitting is increasing the level of apprehension within companies and impacting productivity. Productivity levels are crucial for a business to thrive especially in our current economic state. According to the Bureau of Labor Statistics, United States non-farm worker productivity in the second quarter has fallen 2.5% since the same period last year which is the largest annual drop since 1948. The economy may be on the cusp of a recession due to supply chain issues, inflation, and other factors stemming from the pandemic. Companies are fearful that their financial bottom line will suffer if the production of goods and services cannot meet the demand.

The challenge for employers as they grapple with quiet quitting is that not all employees actually want to leave their jobs; hence the “quiet” part of the quiet quitting concept. Lack of advancement opportunities, low pay, and feeling disrespected were the top reasons Americans quit their jobs in 2021, according to a Pew Research Center survey. But many quiet quitters are not experiencing those reasons to quit, they are content with their job…as they decide to perform it.

There will always be a population of employees who feel content being “worker bees” and whose job performance “meets expectations” on their performance evaluations.nd there will always be the employee population that strives for the “gold star” and attains “exceeds expectations” on the performance evaluation.These groups of employees can coexist, but is labeling the “worker bees” as quiet quitters accurate?

Why are People Quiet Quitting?

With layoffs and terminations at a record low, employees have heightened sense of job security. Companies cannot afford to lose employees since they are scrambling to fill a high number of job vacancies. Even if a termination does occur, the odds are favorable for the employee to find another job quickly.

According to the Society of Human Resources Management (SHRM), an organization’s culture directly contributes to employee behavior. Some cultural issues that may contribute to quiet quitting, include:

  •  Lack of engagement by and between management and employees fosters weak relationships.
  • Communication challenges, along with the fear of conflict, mitigate open dialogue between teams.
  • Remote and hybrid work is a contributing factor to quiet quitting because additional challenges exist to have candid, honest dialog.
  • Management faces additional challenges validating work efforts and task completion in remote and hybrid environments.

Workplace culture sets the foundation of an organization and reiterates what behaviors and performance levels are accepted, rejected and tolerated.

Disadvantages of Quiet Quitting

Quiet quitters who are emotionally uninvested in their jobs often have challenges working in a team environment through a lack of motivation and flexibility. Employees who are not quiet quitting might become frustrated at having to pick up additional responsibilities or tasks from those employees who will not. Resentment builds amongst teams and that dissolves trust and motivation. Employees who do the minimum in tasks have a higher chance of being passed over for promotions and pay increases as compared to other employees.

Advantages of Quiet Quitting

Advantages to quiet quitting do exist. Employees who leave “work at work”, and then spend time on personal interests, might be more relaxed and motivated when they return to work. That could help increase productivity. Quiet quitting for a temporary time could help reduce burnout if the employee takes time to refocus and prioritize. So quiet quitting is ultimately a plea for open communication between employees and management to discuss concerns and deficiencies in the working environment.

How to Combat Quiet Quiet

HR professionals have quite the challenge on their hands, as they are  the catalyst for communications between management and quiet quitting employees. HR and senior management within an organization need first to check how engaged entry and mid-level managers are within the organization and with their teams. If engagement is lacking, senior leadership needs to help reskill and motivate managers to help others, especially in new remote and hybrid working environments.

Managers need to find 15-30 minutes weekly to have a sincere, purposeful conversation with members of their teams. These conversations should  strengthen relationships and reiterate value in each team member’s efforts. If employees see how their work contributes and is a benefit to the organization, they will be motivated to see value in their work and heighten their accountability for performance.

Listening is just as important. Often employees convey a message without saying a word. So managers need to learn how to recognize these messages and, in response, hold conversations to address and reduce burnout. All employees have challenges in their work and personal lives to varying degrees. It’s up to managers to know their team’s needs and be cognizant of ever changing factors that could transform productive employees into quiet quitters.

Employee Engagement Matters

Considering that the average person will spend over 90,000 hours working in their lifetime, spending that time completing tasks that are enjoyable in a generally positive environment matters. Time magazine shared that Gallup’s State of the Global Workplace report found that job dissatisfaction is at a staggering all-time high, and that unhappy and disengaged workers cost the global economy $7.8 trillion in lost productivity.

Organizations cannot afford to lose talent through attrition or sustain a loss of productivity without it impacting the internal dynamics and the external competitiveness of an organization. Quit the status quo and invest in designing and maintaining a workplace culture where employees thrive, and do not just simply survive. When an organization is invested in its employees and is committed to providing a supportive and rewarding culture, employees will see that quitters–even quiet ones–really do not win.

The win-win comes from both inside and outside the organization, where employers and employees agree on how work and life can balance together.



Photo by Kristina Flour on Unsplash

Free ATS Buying Guide

Recently released on ExactHire’s website is a comprehensive overview of applicant tracking systems. We have a detailed account of features provided, the cost of the software, important integrations, and the overall importance of the product. This guide breaks down the components that make up an applicant tracking system and explains each of them in detail. The guide also goes over potential cost savings associated with an ATS, as well as the importance an applicant tracking system has on a company.

Why create a Free ATS buying guide?

You might wonder why would we be interested in providing such information? Well at ExactHire we frequently find ourselves receiving questions about how our ATS compares to others. This often leads to a conversation centered around a prospect’s hiring challenges and how an ATS–any ATS–can address those. So considering we have these discussions on a daily basis with the people who ask, we figured there are thousands of more people out there who need basic, non-biased information regarding applicant tracking systems, but who don’t ask us.

Countless search items on Google lead straight to dead pages, outdated information, or biased answers. We saw a problem with this and wanted to make a resource where small business owners, new HR practitioners, and others can go to receive the information they need. So we took it upon ourselves to create a free ATS buyer’s guide!

We believe that by providing a wealth of information on the topic, consumers are better prepared to make buying decisions with better accuracy as to what they need. This, in turn, will lead to a happier ATS customer and thus better relationships between customers and ATS vendors (hopefully that vendor is us, but if not, we’ll take the positive karma).

What is in the buying guide?

The content of the free ATS buying guide, as stated before, is comprehensive. We start off with a basic definition and other key points. Then the guide dives into different features and integrations you can expect or want out of different applicant tracking systems. Then we talk about costs associated with applicant tracking systems and what kind of returns on investments you receive from an applicant tracking system. Lastly, we delve into the importance of an applicant tracking system and what difference it can make for your company.

This and more are all included in the buying guide, all completely free! If you, your HR department, or anyone else in your company wants to learn more about applicant tracking systems and what they can do for your company, then there is no better place to look then our ultimate buying guide!

ExactHire ATS Buying Guide

Linked below and throughout the blog is the buying guide, please use the link to explore the buying guide and all it has to offer. If you feel that any questions of yours aren’t answered, or would like an elaboration on any point made, please contact a member of our team.

Access Guide

Click to Access Free ATS Buying Guide

Post-COVID Hiring: Job Candidate Motivations

Recently, I was fortunate to spend several days, in-person, at the HR Indiana SHRM conference in Indianapolis. Those three days consisted of learning, collaboration, communication of forecasts and trends, networking, and sharing of best practices in the human resources world. HR colleagues, I highly recommend attending your state SHRM chapter’s annual conference. It is enlightening, engaging and fun!

One of the overarching themes of the conference is that HR has changed since COVID evolved into a global pandemic. Throw supply chain deficits, cost-cutting, and increased employee vacancies into the mix, and that developed a storm that HR has had to weather together.

HR’s goals of finding and retaining essential talent, improving employee development, and fostering a collaborative, productive  work environment has not changed. However, the methods through which HR professionals seek to attain those goals have changed dramatically.

As HR practitioners have witnessed, recruiting key talent has evolved. Job candidate motivations–their wants and needs–have changed, and candidates are leveraging those wants and needs as companies seek to fill numerous job openings from a tiny, ultra-competitive applicant pool.

 Job Market Statistics

A few key stats before delving into a couple job candidate motivations that HR must evaluate to attract talent…

  • In the US, an average of 4 million people per month have quit their jobs since January.
  • In the US, almost 48 million employees quit their jobs last year.

Your Playbook for Activating Non-Traditional Talent Acquisition Channels, HR Indiana 2022

  • About 10,000 Baby Boomers are turning 65 each day until 2030.
  • There will be a shortfall of five million workers over the next few years.
  • 40% of workers reported they are unlikely to stay with their organization post-COVID.
  • 57% of Baby Boomers have shared less than half of their knowledge needed to perform their jobs when they retire.

-The Good, The Bad & The Ugly: HR Lessons Learned, HR Indiana 2022

Deep breath in. Deep breath out.

This blog post is not meant to scare or discourage HR professionals; it is meant as a proactive resource to help increase HR’s awareness of these ongoing and upcoming hurdles. Additionally, any HR team–from teams of 1 to 100+, can use this information to strategize and identify strengths that align with job candidate motivations. Then, with this alignment in place, hiring managers can more easily make the case that their company is the right company for top job candidates.

Job Candidate Motivations

What are job candidates’ wants, and in particular, needs? There is no “one-size-fits-all” compensation package for employees. This fact has become blatantly apparent since COVID cemented adaptability and flexibility as needs for both employers and employees.

  • 95% employees want flexible hours.
  • 78% employees seek location flexibility.
  • 72% of workers reported they are likely to seek a new opportunity within the next year as a result of their employer’s current level of flexibility.

-The Good, The Bad & The Ugly: HR Lessons Learned, HR Indiana 2022

Tough crowd with unrealistic expectations?  No, not really. COVID became the driver for employees of all levels to reevaluate their life, family and work responsibilities. Early retirements soared. COVID changed the way many industries and individuals’ roles were performed. Roles that were thought as necessary to be onsite were validated otherwise.

Remote Work and Flex Schedules

It did work for people to do their work at home. Of course, there are professions that are legitimately challenged to work full-time or part-time remote–such as teachers, mechanics, and healthcare practitioners to name a few. But overall, many roles and professions that were originally required to be onsite no longer must be onsite.

According to a Gartner survey, if a remote organization were to go back to a fully onsite arrangement, it would risk losing up to 39% of its workforce. Organizations cannot erase the past 2.5 years. Remote work increased, and many employees thrived personally and professionally with that option.

An organization must look into the mirror deeply and reflect on what remote and/or flex options they can offer employees at all levels that help with retention. Not all employees seek to work remotely, but multiple surveys show that the ability to be remote and/or flex is paramount to the majority. Here are a couple other items to consider as companies seek to reevaluate the employee value proposition.

Look at Internal Talent as a Candidate Source

Internal mobility is up 20% since the onset of COVID-19, according to LinkedIn data. This talent pool is readily accessible and often willing to explore new, challenging opportunities for internal growth. An organization’s HR department must start crafting plans to facilitate their employees’ mobility towards existing openings, leadership positions and newly created roles.

Encourage managers and employees to actively recommend teammates for internal openings. According to a Gartner survey, only 27% of active job seekers agree that their organization makes it easy for them to find job opportunities that suit their interests. Now, more than ever, employees must easily access internal openings and find opportunities that correlate to their skills.

Make Mental Health a Priority for Job Candidates

Many current employees are now feeling the negative effects of stress from attempting to balance personal and professional responsibilities during the pandemic. According to the World Health Organization, burnout is a syndrome resulting from workplace stress that has not been successfully managed. It is characterized by three dimensions: feelings of energy depletion or exhaustion, increased mental distance from one’s job or feelings of negativism or cynicism related to one’s job, and reduced professional efficacy (World Health Organization, 2019).

  • $23 billion spent annually in the United States on work productivity loss due to depression.
  • $16 trillion in loss output by 2030 due to mental illness.
  • 200 million workdays are estimated annually due to depression.

-The Good, The Bad & The Ugly: HR Lessons Learned, HR Indiana 2022

Research is showing that the cost of implementing a workplace health and wellness system is significantly less than the cost of doing nothing to formally address and resolve workplace mental health issues. Loss of productivity and absenteeism will continue to rise if channels of assistance are not readily available to employees.  And addressing mental health in the workplace cannot only improve employee morale and operations, it can attract new talent.

So HR should broadcast the details and goals of wellness programs to job candidates. In this way, the candidates understand the company’s commitment to physical and mental health without having to ask about it. Wellness programs are an investment in employees and should be rightfully included in employee branding. This will help an organization stand out among the competition and better align with important job candidate motivations.

HR Strength Post-COVID

In addition to change, a recurring theme at the HR Indiana SHRM conference was strength. Even in the midst of the chaos internally and externally, HR professionals will continue to rise to the challenge and overcome adversity successfully. Craft your plans and goals, then seek assistance to fulfill those goals from your support channels–resources in your senior and C-level management to help with funding, implementation and buy-in from your hourly workers who can voice support of new initiatives.

You can do this!


Photo by Thought Catalog on Unsplash

Can an ATS Really Help You Find Your Next Candidate?

It makes more sense than ever to pay as much attention to the way you treat candidates as you do your customers. After all, the pandemic and the resulting Great Resignation arrived at about the same time as the long-expected skills gap and talent shortage. When it comes to netting top talent, hiring managers in 2022 are caught in the perfect storm.

That perfect storm is why businesses are paying close attention to concepts like candidate experience and their employer brand. But now that we’re finally thinking about the humanity behind our human capital, where does that leave our use of applicant tracking systems? Isn’t there something antithetical about reducing applicants to a data set while working to create a hiring process that makes them feel valued?

True enough, early applicant tracking systems were built to improve the recruiter’s experience. I think we can all agree that writing Excel macros should never be part of a hiring manager’s job description. ATS freed us from Excel and from a leaning tower of paper resumes and applications.

But the best applicant tracking systems in 2022 can take your candidate’s experience to the next level, too. In fact, the right ATS can boost your employer brand and make your company a place top talent wants to work. Read on for 4 reasons an ATS can really help you find your next candidate.

An ATS Can Make Your Branded Careers Site Do More

Your next new hire can find your job opening in a number of ways. Whether they start their application process at one of the top job sites, a niche job board, or from your social media page, an ATS will take them to the same place: your branded careers site.

Why is a branded careers page important?

To start, job seekers can read about your company’s mission and values. They can see photos of smiling employees and an enjoyable workplace. You can even include a virtual tour of the office. Your branded careers site is where you set the stage for a welcoming place to work.

But when it comes to applying, simplicity is key. A single webpage–or applicant portal– linked from your careers page (and integrated with your ATS) puts the focus on your job opportunities and encourages job seekers to do one thing: Apply!

Applicants should be able to browse all of your job openings. They may find a position for which they are better suited than the one that initially caught their interest. And you should make it easy for them to apply for more than one job without re-entering the same information multiple times.

Applicant Tracking System Makes Applying to Your Job Opening Easier

Online applications are great for recruiters because the information candidates enter goes directly into the ATS. But if your applicant tracking system is outdated and old school, you may be giving your candidates a headache. Manually entering information like work history and education only to also upload a resume will drag down your candidate’s experience.

The best applicant tracking systems will allow for custom job applications that provide applicants the the option to upload a resume or provide just the basic information needed to start the application process. Now you can save your candidate time and also include some screening questions that can’t be answered from the resume. You’ll have fewer abandoned applications and a greater wealth of data from which to screen applicants.

Many candidates prefer to fill out applications on their smartphones for a variety of reasons. Younger candidates tend to prefer smartphones over laptops for just about everything. And many applicants for hourly positions may only have access to a smartphone. That’s why an applicant tracking system that includes a mobile-friendly careers site and application is so important to improving your candidate experience.

ATS Lets Your Candidate Decide the Best Way to Keep in Touch

Text message? Phone call? Email?

Letting your candidate decide the best method to communicate isn’t just about prioritizing their preferences. If your candidate already has a job, a phone call during business hours may not be possible. Or if an hourly worker has multiple jobs or commitments, getting that first screening out of the way by texting can make background noise less of an issue.

Using an ATS lets you ask applicants up front which mode of communication works best. And it also protects your company. When managers reach out with a text message, they’re doing so from within the ATS rather than their personal phone. And all messages, including email, are stored with the candidate’s information regardless of who was sending the message.

Use an ATS to Craft an Organized, Seamless Candidate Experience

Part of creating a positive candidate experience is reassuring the applicant that your company is run well. A well-planned hiring process that is free of drama is a great place to start. An applicant tracking system will allow you to create a hiring process complete with tasks assigned to different stakeholders.

You’ll always know which step of the hiring process is next, and you can clearly communicate a timeline to the candidate. With all of the candidate communications in one place, you can avoid calling twice to schedule an interview or phoning an applicant at their place of work when they clearly prefer a text message. You can also create email templates for each point of communication. Your emails will always hit the right tone without typos no matter how hectic your day is.

All of these features found in the best applicant tracking systems certainly make your job easier. But they also create a smooth, orderly experience for the candidate. After all, the hiring process goes both ways. And when you make that offer to a stellar candidate, you want to make sure you’ve put your best foot forward each step of the way.

Keep the Positive Candidate Experience Going by Building a Talent Pool

By the time you get to your final round questions, you’ve got two or three high quality candidates. But you can only choose one–for now. You know you can count on another position opening up. And when it does, you’d love to call those great candidates back.

You can easily call up past candidates’ information when you use an applicant tracking system. But if you’ve also used your ATS to improve the candidate experience, you’ll increase the odds those top applicants are still interested. And if they’re not, they’re likely to refer a friend if you’ve used your ATS to treat your candidates as great as you do your customers.

Find Your Next New Hire When You Use an ATS to Improve Candidate Experience

If you’re using an old school ATS from the early 2000’s or still writing macros in Excel, you’re probably spending a lot of time reading through resumes or scrolling to find that one highly qualified applicant that piqued your interest–if only you could remember her details. And if the hiring process is a headache for you, chances are it’s miserable for your prospective applicants.

You’ll win the talent war when you treat your candidates (and employees) as great as you do your customers. And that’s where the real power of the best applicant tracking systems shines.

An applicant tracking system can improve your candidates’ experience at every step. Your branded careers site can put your employer brand on display, while also providing a simple, clean interface to apply for multiple open positions. Mobile-friendly, custom online applications make the application process shorter and friendlier. You can put the candidate first starting with the initial contact. Your entire hiring process will sell your company as a great place to work. And if that candidate isn’t the one, they’re more likely to point their friend in your direction.

Ready to modernize your hiring process with a top-rated ATS? Give ExactHire a call today.  Want to learn more about ATS features and how they can help your recruiting and hiring needs? Visit our ATS Features page to learn more!

Photo by João Ferrão on Unsplash

What are the Phases of Onboarding?

The phases of onboarding can make or break your employee retention goals. But onboarding is also your secret weapon for attaining all sorts of other goals for your business too. For example, taking the time to make the best impression for new hires can help increase employee retention. Having a well-rounded training plan in place can catapult your new employee from lumbering novice to an agent of productive wizardry. The onboarding process can help you take the helm of your company’s culture to increase collaboration and reduce petty grumblings.

Small to medium-sized businesses often neglect the onboarding process at their peril. But realizing the potential of onboarding requires thoughtful planning. Taking new hires on the journey from clumsy newcomer to accomplished contributor calls for a phased onboarding plan.

Phases of Employee Onboarding

You may find yourself saying “I hate the term onboarding” once you really take a deep dive into how you can make this process better. But I assure you, if you don’t take control of your new employees’ experience, your organization will suffer.

A good onboarding definition is simply the process of introducing your new employee into the organization. Employee onboarding can help your organization reach its financial goals, and that prospect is maximized when you create a phased plan for this important process. Below are the stages–or phases of employee onboarding.

Employee Onboarding Process Phases

There are six stages to employee onboarding. The first is project management, during which you plan and break down the steps for onboarding your new hire.

The second is preparation and pre-boarding. During this phase, you complete your background checks and brief the staff who will be taking part in the onboarding process. You’ll also communicate with your new hire to help ease lingering doubts about his new position.

Next is the tedious, yet necessary step, that you’re already familiar with: new hire paperwork. Employee onboarding software can help you easily crank out this administrative detail while saving time and reducing errors.

The fourth step is new employee orientation, followed closely  by the sixth step, new employee training. During this phase of onboarding, your new hire will be introduced to your organization’s structure and will learn how he fits in.

Finally, the last step, reviewing productivity and performance, will help you assess the success of the previous five onboarding phases.

Process Project Management

In many ways, bringing in new hires and helping them evolve into productive and contributing members of the organization is no different than any other project. You can use the principles of project management to create your employee onboarding process flow. In this first phase, you consider your goals for the onboarding process and develop the basics, such as a timeline.

The goals you set for your new employee will help determine your metrics for the onboarding process. Make the goals specific with clear standards for success.

You want new hires to feel comfortable with how things are done at your company. You can do this by identifying what new hires need to know about the company’s culture and work environment. Consider assigning a coworker to mentor the new hire in the subtleties of staff interactions.

Remember that perfecting each phase of onboarding is a key factor in employee retention. Consider each onboarding phase from your new hire’s perspective. Consider what impression you want your new hires to have throughout each phase of the onboarding process.

The project management phase for the onboarding process workflow is also when you determine your timeline. Most employee turnover happens in the first year of employment. Incorporate support for that entire first year into your onboarding plan.

The project management phase is also a good time to rally your onboarding team. These are the people who will play a role in helping the new hire acclimate to her new role. Make sure each of these people understand their role in welcoming the new employee.

At the end of this stage, you’ll be able to create an onboarding process checklist. While many of the tasks on this checklist will apply to all new hires, you want to create a detailed checklist unique to each new hire’s position.

Download ExactHire's Employee Onboarding Checklist

Employee Onboarding Preparation And Pre-Boarding

The following onboarding process steps include everything on your checklist that happens before the new hire’s first day.

Don’t forget to think about the onboarding process project from the point of view of your new employee. In this sense, bringing on a new hire is much like your customer onboarding process. In other words, extend as much consideration to your new hire as you do your new customers.

Consider sending him a welcome email with photos and welcome messages from co-workers with whom he’ll be working closely. Include information about parking. Let them know which door they should enter through and who his first point of contact will be.

During the preparation phase, the new hire’s workstation should be set up with the relevant equipment and supplies. Don’t forget some company swag. It’s also a good time for the hiring manager or supervisor to send an email invitation to lunch.

This step in your employee onboarding process is also when you coordinate with security and the IT team to make sure the employee is outfitted with appropriate user IDs and access. Don’t forget to add the new hire to calendar invites and email distribution lists.

New Hire Paperwork

While business has seen a lot of changes in 2020, the content of new hire paperwork has stayed largely the same. From tax forms to payroll forms, the data gathered from paperwork keeps your company rolling and in compliance with important government guidelines.

The most tedious part of the new hire checklist, paperwork, is prone to mindless errors. Onboarding software can automate employment paperwork to save time and reduce errors. New hires will need to enter information only once to populate multiple forms. And the data they enter can cross over to your other human resources software.

After the new hire digitally signs her paperwork, paperless onboarding software can automatically direct her to the orientation checklist and training modules.

New Employee Orientation Checklist

Orientation is your opportunity to help your new hire acclimate to your company’s culture and conform to procedures. Your employee onboarding checklist will include all the items to go over during orientation. You can automate this portion of the new employee checklist with onboarding software.

During this time, introduce your new hire to the company’s mission and its organizational chart. Your new hire checklist wouldn’t be complete without a review of the employee handbook and safety policies. The new employee orientation checklist should also include benefits documents and basic administrative procedures from security to the telephone systems.

Include activities and/or content to help the new hire better understand your organization’s culture as part of your new employee onboarding checklist. Schedule lunch outings with key employees. Personal fact sheets are a great way for coworkers to learn about each other. Invite your new hire to complete one and give her access to her coworkers’ fact sheets.

Onboarding software is a great way to manage your new employee orientation checklist templates. You can find a free checklist here if you need ideas for what to include during orientation.

Onboarding Phase – Employee Training

Employee training is when your new hire learns the nuts and bolts of his new position. How long it takes to learn a new job depends on many factors. Your onboarding process should be thorough enough to encourage success, yet succinct enough for your new hire to get up to speed quickly.

How long it does take for a new employee to be productive really depends on a comprehensive onboarding process. You should give your new employee access to training modules. Onboarding software can make the distribution and tracking of these modules easy.

New employee training should also be collaborative. Assign knowledgeable staff members to teach the new hire how to do various tasks. If you incorporate these tutorials as items on your onboarding software, you’ll be able to track their completion and coordinate communication between the stakeholders.

Throughout the training process, you should give your new employee clear standards by which they can gauge their own success. Help them feel comfortable and encourage them to ask questions. Their productivity and performance will depend on how well they grasp key information during the training phase.

New Hire Time to Productivity and Performance

Hopefully, these onboarding steps will lead to success in the last phase: productivity and performance. All of your goals for onboarding hinge on making sure your new hire graduates into a productive employee.

Once your new hire is trained, you can continue your onboarding efforts with support and feedback. Schedule meetings to provide feedback on the new hire’s performance. This is also a good time to introduce your new hire to additional training opportunities.

Let your new hire know his input is important, too. Ask him to provide feedback about the onboarding process. Encourage him to ask questions and address concerns.

From time to time, you’ll need to part ways with a recently hired employee. You can use onboarding software to manage your offboarding checklist. The data you acquire can be incorporated to give you a clearer picture of how to increase employee retention.

If you’re using onboarding software, you can effortlessly measure your onboarding success. Over time, you’ll collect enough data to know the average time it takes to onboard a new employee. You’ll be able to use that data to measure the time it takes that employee to reach the position’s expected level of productivity and competence.

A great onboarding process will help your organization develop effective, long-term employees. By reducing turnover and reducing the time it takes new hires to be fully productive employees, you’ll have a healthier bottom-line.


Want to learn more about onboarding software?

Schedule a live demo today!

Photo by Scott Graham on Unsplash

Guide – Employee Onboarding 77 Ideas

Improving the New Hire Experience

In recent years, more and more employers have identified employee onboarding as an area for improvement. With up to 20 percent of employee turnover taking place in the first 45 days, it’s easy to see why. However, organizations are not always clear on how they can translate a better employee onboarding process into a lower turnover rate.

Often, there is a narrow focus on a particular time or phase in the employee onboarding experience. For example, an employer may decide to shower a new employee with gifts on the first day, only to virtually ignore them for the next couple of weeks. Or perhaps the organization has a well-structured onboarding process that maximizes time-to-productivity, but it fails to warmly welcome new employees. Whatever the case, too often, employers are missing the mark when it comes improving the new hire experience as a whole.

So we put together a collection of 77 ideas that you can use to improve employee onboarding TODAY.

Guide to Managing Evergreen Jobs

Guide to Managing Evergreen Jobs | ExactHire

Do you have evergreen jobs?

Think about where you spend the bulk of your time in the employee recruiting process. Is a big chunk reserved for a certain type of position?

If so, that position is probably an evergreen job.

Just as an evergreen tree never appears dormant, evergreen positions never (or at least rarely) close. These jobs experience high turnover. They are occupied by a large percentage of employees. And they require a constant flow of candidates.

In this guide we’ll discuss the unique hiring challenges that evergreen jobs present, as well as provide best practices for developing a talent management strategy specific to evergreen jobs.

Guide to Choosing the Right HR Software

Choosing the Right HR Software

Improve the Employee Experience

It’s hard work to build a business case for hiring software–even when it promises to improve the employee experience at your organization. Unfortunately, it represents just the first challenge in realizing ultimate success. Convincing your leadership that there is a need to improve the employee experience is a positive step, but your efforts will be wasted if you select the wrong software vendor or fail to lead an effective implementation.

In this guide, we’ll discuss how to:

  • Determine your organization’s desired outcomes
  • Plan for an efficient implementation
  • Select the right vendor for your needs

Guide to Onboarding Part-time Employees

Guide to Onboarding Part-time employees.

Onboarding for a part-time workforce

In recent years, a tight job market has led many employers to consider how flexible, part-time work arrangements can help meet an increasing demand for talent. Just what constitutes “part-time” employment varies depending upon who you ask.

Based on the feedback we’ve received from our peers in HR, “part-time” might mean anything from fifteen hours per month to thirty hours per week. What’s clear, however, is that in order to compete for talent, more employers are having to adapt traditional processes to serve a part-time workforce.

In this guide–and with the help of our HR friends–we’ll explore seven ideas to enhance the onboarding process for part-time employees.