The Secret to Your Talent

Acquisition Genie

How Better Training Effectiveness & Engagement Can Bolster Your Talent Acquisition Pipeline

Table of Contents

Early Years of Talent Acquisition

Importance of Employee Training

Training before On-Boarding

How Things can go Wrong

1

3

4

5

Engaging Ideas 7

Increasing Training Effectiveness

Evaluation by RoI

10

12Conclusion 14

The motto of Training: What You Know Changes, Who You Are Doesn’t

Popeye was right: “I y’am what I y’am.” The most common — and fatal — hiring mistake is to find some-one with the right skills but the wrong mind-set and hire them on the theory, “We can change ’em.”

Per Alan Davidson, an industrial psychologist in San Diego whose clients include Chevron, Merrill Lynch, and the Internal Revenue Service, the single best pre-dictor of future behaviour is past behaviour.

Aladdin As A Boy:

The Early Years of

Talent Acquisition

and Training

01

He says. “Your personality is going to be essentially the same throughout your life.” As evidence, he points to U.S. Air Force research on personality types that began in the 1950s.

For decades, researchers tracked their subjects by observing their behaviour and interviewing their families, friends, and colleagues. The conclusion? Basic personality traits did not change, Davidson says. “Introverts were introverts, extroverts were extroverts. The descriptions were constant.”

And this is where training comes in.

Where Training

Comes From

02

When Aladdin Finds His Genie:

Importance of Employee Training

The importance of training your employees – both new and experienced — cannot be overemphasized. Effective training of new employees results in employees who:

New hire orientation programs include showing new workers how to perform their jobs safely and efficiently.

1 Know what they are doing

2 Save Time

3 Have a good feeling about the company

4 Get off to a good start

But leading companies know the importance of employee training and that orientation is a great opportunity to introduce employees to the company, its products, its culture, and policies – and even to the competition.

Adding these elements to your new employee orientation checklist can greatly improve worker satisfaction and employee retention.

03

He says. “Your personality is going to be essentially the same throughout your life.” As evidence, he points to U.S. Air Force research on personality types that began in the 1950s.

For decades, researchers tracked their subjects by observing their behaviour and interviewing their families, friends, and colleagues. The conclusion? Basic personality traits did not change, Davidson says. “Introverts were introverts, extroverts were extroverts. The descriptions were constant.”

And this is where training comes in.

When Aladdin Finds His Genie:

Importance of Employee Training

04

Why You Need a Training Program Before

the On-Boarding ProcessBeyond the significant cost savings and the productivity gains, there are many benefits to investing in adding more engagement to your new hire training.

With a more engaging new hire onboarding program, you’ll help employees deliver better results and be prepared to manage future challenges.

An engaging new hire training program can have numerous benefits to both your company and your new hires. These benefits include:

1 More Productive Employees

If an employee is properly engaged during new hire orientation, they are more likely to pay close attention to their work and ensure that all procedures and processes are being properly followed and that they are performing to the best of their abilities.

2 Loyal Employees

Investing in your employees by properly training them is extremely important when trying to build a long-term relationship with a new hire.

This not only increases employee loyalty, it also can aid in decreasing your turnover rate. Many companies fail at this initial step because they think that training only means setting up the new hire’s work station.

3 Better Information Retention

When new hires are truly engaged in their training, they are less easily distracted and hence retain more information. This is valuable because it means that re-training is less likely, and new hires who are more invested in their new positions are also less likely to add to your turnover rate.

No carnival of entertainment, but a little off track works perfect.

The Great Betrayal: How Things Can Go

WrongTraining employees cost time, money, and materials. Often, third parties are needed to conduct job training. Not only will there be missed time and unbillable hours, but there will also be additional costs. Another reason businesses often neglect to train employees is because of past training experiences.

Sometimes the training was done poorly, or the topics just didn’t help. That could happen for several reasons. Failed training comes at a high cost, and businesses often don’t want to take that risk.

However, not training your employees also comes at a cost.

1 Untrained Employees = Unhappy Employees

Employees who feel inadequate, underachieving, or unsup-ported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.

05

06

When new hires are truly engaged in their training, they are less easily distracted and hence retain more information. This is valuable because it means that re-training is less likely, and new hires who are more invested in their new positions are also less likely to add to your turnover rate.

No carnival of entertainment, but a little off track works perfect.

2 Untrained Workers Have a Low Production Value.

The quality of their work is lower and of less value. The quality in performance is lower than it could (or should) be.

2 Insufficient Staff Training Means Lost Customers.

Untrained employees can cause many of the mistakes listed above, and those mistakes and inefficiencies can cause your business to lose customers. That is the worst possible scenario, but it can happen.

Training programs and costs have an easily measured up-front cost of time and money. Those line items are difficult to handle on a tight budget. However, added costs of poorly trained staff shows the importance of training employees. These costs do not come in the form of line items, so they are often ignored or unseen.

3 Untrained Workers Are Inefficient.

More time (and therefore money) and effort is spent when employees aren’t fully or properly trained to perform their tasks or to fulfil their responsibilities. It takes them longer to do the work.

4 Lost Time/Money Due to Mistakes.

When an untrained worker makes a mistake, the time and materials used are lost. The work then has to be done again. Or worse, the inadequate product was delivered to the client.

5 An Increase in Miscellaneous Expenses.

These are more difficult to track or attribute to untrained workers, but they are there. Creating a CAD drawing incor-rectly means reprinting the file. That means it takes more time to fix the mistake, more materials cost in paper and ink, and more time rechecking the work. If it were done correctly the first time, these costs wouldn’t be there.

“Tell me and I forget.Teach me and I remember.Involve me and I learn.”

- Benjamin Franklin

Fighting BackIdeas to Make Your New Hire Training Program More Engaging

Now that you see the benefits of engaging your new hire, it’s time to step up your training program.

No more delivering training that causes new hires to nod off to sleep or miss most of the content because they view it as monoto-nous and boring.

A few ways to engage your new hires during training include:

1 Start engaging your new hires early

Investing the time to engage your new employee beyond the first several weeks will help them feel valued and appreciated.

A mistake that is often made with new hire training is that the introduction to company policy and procedure is done within a small period. With all the information that they need to absorb, it can be like trying to drink from a fire hose.

3

07

New hire training cannot be adequately accomplished in a matter of hours or even one eight-hour day and instead should be done slowly and over time to properly engage your employee.

08

2 Incorporate Quests and Challenges as Part of

Your New Hire Training Program

Take your new hires on an online learning adventure.

By taking your new hire on an online learning adventure, you can create a landscape that will help your new hires feel involved in the material that they are learning and increase their enthusiasm for both the material and your company.

3 Create Videos and Mix Them in With Your

Presentation

Videos have the power to engage all of our senses – it is the most powerful medium available to us.

Although it can be more expensive to create video content, there are many ways to keep your costs low. If you are stumped on how to create fresh video content, you can even repurpose your old presentations into awesome new training videos.

4 Create New Hire Mentorship Opportunities

New hires need to see and experience what they learn in practice. Assign your new hire a mentor who can guide them through the initial onboarding process.

This mentor can be someone whom your new hire can reach out to if they have questions about company policy or who they should address specific questions to.

The personal relationship with the mentor during the new hire training will make your employee feel more connected and invested to the company from the start.

5 Establish Goals

Goals give your employees something to reach for. As they achieve one set of goals, new goals should be established.

This step-by-step process helps them feel they are making progress and that inspires them to keep moving forward. Don’t forget to reward new hires for doing a good job.

This may sound simplistic, but positive reinforcement is powerful.

09

6 Foster Intrinsic Motivation

Use internal incentives to foster a more holistic approach to learning.

Implement the principles of autonomy, mastery, and purpose in your training program to start building a better performing organization from the inside out.

If your new employee is engaged and encouraged to participate during their training, they will be more likely to retain the information that is presented to them and they will be ready to excel.

A well-trained employee is one that is prepared to succeed in their position. The best way to help an employee become prepared to succeed is by engaging them during new hire training.

A successful training program is always a work in progress, and the training cycle isn’t complete without an evaluation of training’s effectiveness, which leads to decision-making and planning for future training.

Therefore, a useful and informative evaluation program needs to be a part of your overall training operation.

Here are several methodologies for evaluation as well as practical ways to retrieve good results.

To begin with, what should you be looking for in your evaluations?

1 Was training delivered as planned, on time and to the appointed audience?

2 Which training methods worked with which topics and which audience groups?

3 Which methods did not with which topics or audiences?

4 What specific problems occurred?

5 How effective was the trainer at engaging the audience and conveying information?

6 How did the training affect employee performance?

10

Increasing Training

Effectiveness

Kirkpatrick’s

Four-Level Model of

Evaluation

Donald Kirkpatrick, author of many books, such as Evaluating Training Programs: The Four Levels and Another Look at Evaluating Training Programs, created a four-level evaluation system more than 40 years ago, which has stood the test of time and continues to be utilized in many training programs today.

Level I:

Level II:

Level III:

Level IV:

Reaction

Learning

Behaviour

Results

11

Some training professionals consider ROI analysis to be one method for determining the results of Kirkpatrick’s fourth level of evaluation.

Others consider ROI its own level and make it the 5th level of evaluation. In any case, this method is an effective way to measure the success of your training program.

ROI analysis gives the trainer data about the financial impact training programs have on the organization. It differs from Level IV evaluation in the sense that Level IV takes into consideration nonfinancial data such as employee satisfaction.

ROI analysis deals strictly with the financial impact of training. It answers the question

“For every dollar invested in training, how many dollars does the employer get back?”

Evaluation by Return on Investment (ROI)

Analysis (or the Fifth Level of Evaluation)

12

Here are three great reasons to use ROI analysis:

13

1 It’s a concrete way to validate your training

program as a business tool.

2 It can be used to justify the cost of your

training program to upper management.

3 It can be a useful tool for choosing future

training methods.

Standardized Tests

Tests can be used for collecting information at all five levels of evaluation. They can be given priorto training, during training, and after training. There are several types of tests from which to choose.

Standardized Tests

Tests can be used for collecting information at all five levels of evaluation. They can be given priorto training, during training, and after training. There are several types of tests from which to choose.

Staying competitive in today’s market is not easy, and any organization that fails to innovate and embrace new technologies and practices is bound to be left behind.

By creating a comprehensive online training program, you can make a great first impression, reduce attrition and set your team up for success starting on Day 1.

GodSpeed.

Conclusion

14

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