You’ve hired a great new talent and you’re excited for her to hit the road selling. But before she can be productive, she needs to complete her training program. The training was created by the corporate office and is distributed to all sales managers with specific procedures that need to be followed. It consists of product information, videos, meetings and tests. Her first day is spent filling out paperwork, obtaining a company badge, computer and office supplies. This type of orientation is boring, cumbersome and outdated.
If you’d like your new hire to become productive quickly, and have a lot more fun while learning, invest in a comprehensive onboarding program. Often “training” and “onboarding” are used interchangeably when describing the new hire process. They are not synonymous and you should know the difference. Successful onboarding requires the backing of everyone who has an interest in the new hire’s success. That includes human resources, managers, trainers, and the direct supervisor. The onboarding process takes time and should last more that a few days. In some instances onboarding can last up to a year. Welcome your new hire into your workplace family, inspire the performance you desire, and your effort will be well rewarded.
| Traditional Training and Orientation | On Boarding | |
| Operationally driven | Part of strategic process | |
| Pile of paperwork to fill out the first day | Paperwork sent to employee prior to first day | |
| Supply information to the new hire | Create a good impression of the company | |
| Universal to all employees | Tailored specifically to individual employee | |
| Formal socialization – office introductions | Informal socialization – team lunch | |
| Employee Handbook for procedures | Immersion in company culture and procedures | |
| Stress as employee “figures out” the job | Confident sales person that is coached by a mentor | |
| Rep selling immediately | Rep shadowing a senior team member | |
| Productivity after several months | Immediate productivity | |
| Lasts several days | Can last several months to a year | |
| Inexpensive to implement | Requires an investment | |
| High turnover | High retention |
Onboarding may be the last step in recruitment, but it is the first step in retention. After you have devoted time, money and energy to compete for the best talent, you don’t want turnover you want success. True winning workplaces know that the onboarding process is never really over. It’s not about supporting the employee for a determined amount of time and then leaving them on his or her own. It’s about sticking with them offering continual help and support.
Eliot Burdett
Eliot received his B. Comm. from Carleton University and has been honored as a Top 40 Under 40 Award winner.
He co-authored Sales Recruiting 2.0, How to Find Top Performing Sales People, Fast and provides regular insights on sales team management and hiring on the Peak Sales Recruiting Blog.
Latest posts by Eliot Burdett (see all)
- How To Make Progress On Your Sales Goal Without A Sales Leader - September 15, 2021
- Augment Your Recruiting Strategy During “The Great Resignation” - July 26, 2021
- London Sales Recruiters: 3 Recruitment Insights & Trends - August 5, 2020
