Are your current onboarding processes in line with best practices or are they inadvertently driving new team members away? In this session, Allan Brown, Senior Vice President, discusses the do’s and do not’s of onboarding in the staffing industry and offers tips on how you can easily improve your current onboarding techniques.

1. Joining the Team:
10 Onboarding Practices You’re
Doing to Drive Employees Away
Presented by: Allan Brown, Senior Vice
President at TempWorks Software

2. Agenda
• Turnover and retention in a tight labor market
• Onboarding practices that might be driving your employees
away
• Onboarding checklist
• Q&A

3. Employee Tenure Statistics

4. Onboarding
• How does onboarding play into turnover and retention rates?
• Tight labor market means finding new and qualified employees is
more difficult
• Keeping employees is more cost-effective (less training, recruiting,
and administrative costs)
• What processes do you have in place that might be leading
to onboarding mishaps?

5. #10: Forgetting about Onboarding
Compliance and Regulations
• Understand the hiring
requirements in different states
• E.g. Minnesota…
• Review your paperwork to align
with any new legislation
• Onboarding requirements and
rules (E.g. I-9s)

6. #9: Losing touch between hire date and
start date
• Don’t just hire and disappear
• Create messages for employees to make sure they know that you haven’t forgotten
about them
• Be supportive and make sure they don’t have any unanswered questions
• A simple message can make employees feel like they’re important
• TempWorks tool: HRCenter
Source: SIA 2018 Temporary Worker Survey conducted by Crain Communication
Strongly
Agree
Agree Somewhat
Agree
Somewhat
Disagree
Disagree Strongly
Disagree
I receive adequate communication
about job opportunities.
36% 31% 14% 6% 6% 7%

7. #8: Sending irrelevant or impersonal
messages
• What’s worse than no communication? Irrelevant
communications
• Double check that whatever messages that you send out are
timely and relevant to the employee
• TempWorks tool: HRCenter
Source: SIA 2018 Temporary Worker Survey conducted by Crain Communication
Strongly
Agree
Agree Somewhat
Agree
Somewhat
Disagree
Disagree Strongly
Disagree
The relationship I have had with
my specific recruiter has been
productive
53% 27% 9% 4% 3% 5%

8. #7: Drowning employees in
unnecessary paperwork
• Simplify your onboarding process
• Include only required documentation
• If applicable, divide paperwork into separate steps so it
doesn’t feel overwhelming for an employee to fill out at once
• TempWorks tool: HRCenter

9. #6: Still using the paper in paperwork
• Evaluate your onboarding documents to see if any can be
electronically completed and filed
• Any extra convenience you can offer to new employees will
help make the onboarding process go more smoothly and be
a positive experience for your employees
• TempWorks tool: HRCenter

10. #5: Not asking for employee feedback
on onboarding process
• How do your current employees feel about the onboarding
process?
• If you don’t know the answer, ask!
• Adjusting your process based on feedback will help make
your onboarding process more effective plus it will make
employees feel like you’re listening
Source: SIA 2018 Temporary Worker Survey conducted by Crain Communication
Strongly
Agree
Agree Somewhat
Agree
Somewhat
Disagree
Disagree Strongly
Disagree
People at this staffing agency are
responsive and polite.
59% 26% 7% 3% 2% 3%
I believe this staffing agency is
trustworthy and honest.
54% 29% 9% 3% 2% 4%

11. #4: Not offering a step-by-step
onboarding list (prior to start date)
• Employees want to know what they
can expect during the onboarding
process
• A simple list of the steps during the
onboarding process will help to reduce
any feelings of anxiety or insecurity
• TempWorks tools: HRCenter,
WebCenter, Buzz

12. #3: Not providing resources for on-the-
job training
• A tight labor market means it’s difficult to find candidates with the whole
checklist of qualifications
• Evaluate possible resources for training candidates (either on-the-job or
prior to placement) so they have the opportunity to develop the right
skills for placement
Source: SIA 2018 Temporary Worker Survey conducted by Crain Communication
Strongly
Agree
Agree Somewhat
Agree
Somewhat
Disagree
Disagree Strongly
Disagree
This staffing agency provides quality
training programs.
19% 28% 22% 10% 12% 9%

13. #2: Not creating regular touch points
with employees after onboarding
• Ask for feedback about onboarding, ask for an update on
how placement is going, etc.
• Make sure that you keep in touch even after employees are
placed
• Regular communications will make employees feel that you
care about them and more likely to come back for another
placement
• TempWorks tool: WebCenter, Buzz

14. #1: Treating onboarding as a one-time
event
• Not just the required paperwork
before sending employees to job
placements
• Onboarding includes employee
engagement
• Ongoing and cyclical process that
starts upon hiring, goes throughout
placement, starts over at
reassignment

15. Onboarding Checklist

16. New Onboarding To-Do List
• Assess your communications with new employees (timing,
frequency, and information)
• Treat onboarding as ongoing process
• Ask for feedback frequently (and make necessary changes)
• Provide on-the-job training (as appropriate)
• TempWorks tools: HRCenter, WebCenter, Buzz

17. Questions?