Learn the Best New Hire Onboarding Process & Practices for Your Business in Clearwater & Tampa, FL
What are the best onboarding processes and practices for new hires in your business in the Clearwater or Tampa Florida, area? The answer isn’t as simple as you may think. At Stronghold Training, we understand that every business is unique, so everything we do is highly customized to the needs of the business we serve. Unlike some of our competitors, we are not a public training house churning businesses through standardized training. Our solutions are up-to-date with current practices and personalized to fit the specific needs of your particular business.
Many companies in the Clearwater or Tampa Florida, area have issues with the new hire training and onboarding process. It’s a common issue experienced in many industries, whether medical, tech, insurance, contracting or beyond, and we have years of experience helping with companies through the various issues that typically plague businesses’ post recruitment new hire onboarding phase. These issues can lead to high turnover rates, a lack of efficiency, and many other serious and costly problems.
At Stronghold Training, we’ll work with your business one-on-one to identify what the best new hire onboarding process will be for your company and then ensure that they’re seamlessly integrated into your businesses’ operations.
To find out what the best new hire onboarding practices are for your business in the Tampa or Clearwater, FL, area, as well as how to implement them, contact Stronghold Training today. We also provide in-house sales, management and customer service training, executive coaching, management consulting, keynote speaking, and more.
the three sciences
Moving everyone up to consistently high performance levels requires reaching every dimension of an individual’s capacity. The success of the candidate selection process comes from a complete analysis of 43 job related factors, described below.
Every behavioral style has a natural head start towards performing well in certain roles and the best-case scenario is to put them in that role. The job matching process identifies the unconscious, gut-level behavioral style that comes naturally to a person. With that information, their tendencies in regards to twelve behavioral traits can be compared to the behavioral traits required by a job, and if they correspond, you have one component of a great job match.
There are four fundamental aspects of behavior that are involved in every aspect of life, and they are necessary to varying degrees in every job. Understanding a person’s natural way of operating in each of these areas gives a reliable indication of how they tend to perform on the job.
How a person addresses problems and challenges.
How a person handles situations involving other people.
How a person demonstrates pace and consistency in their work.
How a person responds to rules and procedures set by others.
Values are motivators that drive behavior. Because they indicate what a person cares most and least about, they describe why individuals act the way they do, revealing the inner motivation for their behavior. Values are measured in six areas: theoretical, utilitarian, aesthetic, social, individualistic and traditional. With knowledge of which of these values a job satisfies, each employee can be matched to a job that matches their inner drive. This component of the process assures that the person is matched to a job they are most likely to embrace and excel at. When a person clearly demonstrates passion for their work, it is because their motivators are well-matched to the job. They will be more productive and enjoy doing their work. Motivators are the powerful underlying source of a person’s energy to perform on the job.
All jobs require a variety of skills such as planning and organization, presenting, problem solving and conflict management. There are 25 professional competencies that are universally agreed to be necessary in the workplace in varying degrees according to the position. How important or unimportant each skill is for effective job performance will vary from job to job and may also be unique for similar jobs at different companies. For example, a high level of mastery in negotiation and written communication may be crucial to success for a salesperson in one field, while neither will matter at all for a salesperson in a different industry.
- Conceptual Thinking
- Conflict Management
- Continuous Learning
- Customer Focus
- Decision Making
- Employee Development
- Diplomacy & Tact
- Goal Achievement
- Futuristic Thinking
- Interpersonal Skills
- Personal Accountability
- Planning & Organization
- Problem Solving Ability
- Understanding & Evaluating Others
- Written Communication
Stronghold Training under promises and over delivers!– Kevin Whaley,
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I like the management tools and resources that were provided, they have really helped me to stay organized.– Ashley Proulx,
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The structure Stronghold put in place has ensured my team stays organized and executing tasks better than I thought possible.– Faris Awad,
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I got more accomplished in one coaching session with Stronghold than I did over an entire year with my former coach.– Xina Rim,