Speed up new employees productivity?
I've seen this scene many times and you ?
We have a lot to work to do !
We need to hire!
Fast!
Managers organize meetings, hr solutions schedule interviews and all the same stuff again and again.
All fine, but in the end, who will explain real work to new one ?
In my industry (software solutions) first day at work for new employee could be a bit chaotic.
After hr on boarding, most of the time well-organized, team leader / scrum master / senior developers, with already a lot of work to do, has a new task: let new employee be productive.
Following these steps I have following idea.
What if, following one and only one source of information (gathering information from different sources), this process could be speed up ?
Feel free to share your thoughts, experience and view on first days at work, thanks!
#idea-validation
Let's say you're thinking of offering a solution in this space. Whose budget pays for this solution? What is the particular pain point that the person owning that budget has? How acute is that pain point, and what would they be willing to pay to solve it? How compelling is your solution in solving it? Is the solving of it measurable?
Thanks for your questions!
Mostly HR department for big companies. For small companies CEO/CTO/CPO, who is responsible to speed up new hire
ROI for a new hire should/could be measurable: how many days a new hire is able to create value for company?
From my findings is very acute and yes they will pay to solve it
I'm working on it, need more data to be sure
Sounds like you have a good start here. One thing I've observed in many companies is that there's a natural tension between investing in training up new employees, and existing productive employees spending their time to do that. And so often in that situation, new employees are just thrown into the deep end without much support. So if your solution improves that, and you can demonstrate it, then you'll be well-positioned.
One thing that may be tough is the measurability part. If it's unclear in a business the true cost of insufficient onboarding, then it'll be hard to make the case for your solution.
Thanks, I appreciate it !
For measurability I think some concept of "marketing funnels" and "gamification" could be used: my idea is to define clear steps for new hire, following hr best practices like: understand company culture, market, organization, role inside the company and first step in actual work.
If a new hire can be guided in this path, can be indipendent from other employees for first steps. If this can be also automated company can be more than productive, because first steps "costs" (time mostly) can be outsourced to my plaform
Totally makes sense. One thing to think about is: What's the up-front cost to the company employees to set up your solution and/or populate it with company-specific content? Sure, that cost is in theory amortized across every future new hire. But still worth thinking about.
Point you mentioned is something I want to understand.
From my perspective really depends on scale of company involved. For small companies with 1/2 projects could be really low: do one time, re-use it again and again.
For big companies could be really important, but again this cost is now, without any proper solution, part of companies inefficiency.
Yup, that is consistent with what I've seen at both small and large companies.
Thanks for feedback! May I ask you if you are interested in this solution or know someone interested into it?
I'm not in a role where I could make use of a solution like this right now, but I certainly have been in past jobs!