Using the Five Cs Framework for Onboarding Success

Using the Five Cs framework increases onboarding success. These steps include compliance, clarification, culture, connection, and checkbacks.

A well-designed onboarding process helps a new hire adjust to their role and the company’s culture. Effective onboarding elevates employee engagement, productivity, and performance. These factors strengthen job satisfaction, employee morale, and attraction and retention rates.

Importance of Employee Onboarding

Your onboarding process introduces new hires to their roles and the company’s culture. These steps help new employees become familiar with the people, tools, and resources they will work with.

The onboarding process helps a new hire feel valued and engaged from the first day. For instance, the process introduces a new employee to their colleagues, coworkers, job duties, and responsibilities. These activities help new hires assimilate with their team and the culture.

A new hire who feels welcome and engaged from Day 1 is likely to remain with your organization long-term. As a result, an effective onboarding process saves significant time and money on hiring and training employees.

Understanding the Five Cs Framework for Onboarding

  1. Compliance involves educating a new hire on company policies and procedures. This process includes a formal orientation involving employment paperwork, departmental procedures, safety regulations, and confidentiality agreements.
  2. Clarification involves specifying a new hire’s job duties, responsibilities, and performance expectations. This process includes describing the role within the organization and introducing team members, the reporting manager, and role-related goals.
  3. Culture refers to the company’s mission, vision, and values and how they are carried out. For instance, an HR professional might provide each new hire with an employee handbook with information on the company’s history and policies. Also, HR could provide training on diversity, equity, and inclusion so the new hire feels welcome and safe in the workplace.
  4. Connection helps a new hire build relationships with their manager and teammates. Creating a sense of belonging enhances engagement, collaboration, and loyalty to your company.
  5. Checkback includes meeting with a new hire, their manager, and other relevant stakeholders to ask and answer questions and receive constructive feedback on the onboarding process. These activities uncover whether the process is delivering the intended results. Then, you can make relevant adjustments for increased success.

Would You Like Help Enhancing Your Onboarding Process?

Following the Five Cs framework of compliance, clarification, culture, connection, and checkbacks increases onboarding success. For instance, an effective onboarding process helps a new hire feel valued and engaged from the first day. A new hire who feels welcome and engaged from Day 1 is likely to remain with your organization long-term. As a result, you save significant time and money on hiring and training employees.

Casey Accounting & Finance Resources can provide you with guidance and support to enhance your employee onboarding process. Reach out to us to learn more today.

How Human Skills Are Reshaping Hiring Priorities

Human skills are reshaping hiring priorities. Many companies are transitioning from competency-based hiring to skills-based hiring for more effective results.

Adopting a skills-based approach to hiring lets companies capitalize on the potential of their workforce and external candidate pools for greater operational efficiencies. This approach provides opportunities for nontraditional employees to work for the organizations and helps optimize team and organizational performance.

Adopting a Skills-Based Approach to Hiring

Most CEOs say there is a global skills shortage but not a people shortage. As a result, many companies are switching from a competency-based model to a skills-based approach to hiring.

Implementing a skills-based approach to hiring lets an organization capitalize on the potential of its workforce and external candidate pools to support operational efficiencies. This approach is significantly more effective than a competency-based hiring model.

Breaking Down Skills-Based Hiring

Skills-based hiring breaks down job duties, responsibilities, and tasks into a set of skills and capabilities. Then, HR professionals use AI-based technology to match skills to roles, training sessions, and opportunities. These activities expand external talent pools and increase organizational capacity through hiring.

Differences Between Skills-Based Hiring and Competency-Based Hiring

Traditional competency models rely on static skills databases, disconnected systems, and inefficient interfaces. Therefore, companies manually make hiring decisions based on anecdotes and assumptions. As a result, leaders typically focus on candidate education and work experience to make hiring decisions. These factors leave out current and potential employees with untapped potential.

In contrast, a skills-based model relies on data and insights to make hiring decisions. As a result, current and potential employees increase their career opportunities, and companies elevate their operational capacity.

For instance, candidates without access to colleges and universities might complete technical boot camps or certification programs. If these candidates apply to companies with a competency-based hiring model, they likely will be removed from the application process because they do not have college degrees. Conversely, if these candidates apply to companies with a skills-based hiring model, they can be accurately and equitably matched to roles based on their capabilities. Therefore, hiring based on skills opens doors for nontraditional employees and eliminates barriers to entry.

Business Case for a Skills-Based Approach to Hiring

Using a skills-based hiring model provides employees with personalized career plans and information about required skill development for learning and growth. This model also shows managers which skills their teams lack. Then, managers can determine whether to provide relevant training to upskill or reskill their employees or to hire external talent.

Would You Like Help with Skills-Based Hiring?

Adopting a skills-based approach to hiring lets you capitalize on the potential of your workforce and external candidate pools to support operational efficiencies. This approach opens doors for nontraditional employees and eliminates barriers to entry.

Casey Accounting & Finance Resources can provide you with skilled accounting and finance candidates to help you reach your company goals. Contact us to learn more today.

Strategies for Sustaining Business Growth in a Hiring Slowdown

Sustaining business growth in a hiring slowdown can be challenging. Helping your company move forward often requires adding additional members to your team.

Fortunately, you can take steps to sustain business growth during a slowdown in hiring. These suggestions can help.

Choose among these strategies to sustain business growth in a hiring slowdown.

Focus on Long-Term Stability

Show company leaders that employee growth is essential for long-term stability. Employees need ongoing opportunities for training to increase the value they provide your organization.

Without these opportunities for career growth, many employees will seek jobs elsewhere. The effects on your team and organization would be especially detrimental during a hiring slowdown.

Demonstrate the Return on Investment of Employee Development

Show company leaders that investing in employee development helps increase profits. For instance, software tools that impact your human resources, accounting and finance, marketing, and operations departments offer cost-effective upskilling methods to benefit your workforce.

Upskilling increases your employees’ ability to secure other positions within your organization. The results include:

  • Better engagement
  • Greater productivity
  • Increased performance
  • Higher employee morale
  • Stronger attraction and retention rates
  • Lower hiring, onboarding, and training costs

Strengthen Company Culture

Emphasize camaraderie and connection in your training programs. Build company culture and loyalty while you support employee learning and development.

For instance, offer in-person and remote Lunch and Learns. Employees can enjoy a meal together, engage in professional development, and learn from each other. These activities support relationship-building, collaboration, and cohesion.

Emphasize Employee Recognition

Managers should point out specific employee contributions, results, and impact on the company. These activities show that employees are valued and respected members of the organization. As a result, employees are likely to continuously improve their performance to add more value to the company.

Would You Like Help with Hiring After the Slowdown?

Strategies for sustaining business growth during a hiring slowdown include focusing on long-term stability, demonstrating the ROI of employee development, strengthening company culture, and emphasizing employee recognition. Prioritizing these activities helps maintain your company’s competitive edge without adding to your workforce.

If you would like help with hiring accounting and finance professionals after the slowdown, get in touch with Casey Accounting and Finance Resources. We can provide you with qualified candidates to help reach your business goals.