15 Questions To Ask When Assessing A New Hire Onboarding Program Provider

15 Questions To Ask When Assessing A New Hire Onboarding Program Provider

Are you assessing new hire onboarding program providers? If so, there are a few important areas you should gather more information on before making your final decision.

These areas are:

  1. Relationship management
  2. Technical support
  3. Practical learning content
  4. Instructor quality
  5. Return on investment
  6. Rollout speed/adaptability to change
  7. Modern-day learning content

This article explains the importance of each of the above areas and suggests questions you should ask when assessing new hire onboarding program providers so you can deliver a meaningful onboarding experience to your learners.

When assessing a new hire onboarding provider, there are a number of key areas you should assess. This article lists these areas and suggests questions to ask relating to each area

Relationship Management

Pivotal to the success of your new hire onboarding program will be the relationship you have with your vendor.

A strong vendor relationship allows for a cohesive onboarding program to be developed, managed, and delivered in a collaborative manner with input from the relevant parties, ultimately resulting in the best possible new hire onboarding experience for your organization and learners.

Technical Support

The world of work is now predominantly digital, and while this brings with it a series of opportunities for new hire onboarding programs, it is also unfamiliar territory for many. As a result, there will be an increased need for support as program managers navigate this new normal.

When these issues arise, does your vendor have the technical resources to address any queries you might have?

When assessing a new hire onboarding program provider, one of the most important elements you should look out for is a strong technical support team.

Practical Learning Content

Practical learning exercises baked into your new hire onboarding program can make the experience more relatable to your intake.

Using scenario-based exercises, you can prepare your new hires for their work in a transferable way. Through the completion of these practical-focused exercises, new hires know what to expect when they make the transition from learning to doing.

Instructor Quality

If delivering a virtual workshop, often the quality of instructor will make or break the session.

You should work with a learning solution vendor known for using engaging, knowledgeable, and experienced instructors who can adapt a session depending on their audience. This will increase the likelihood of success of your new hire onboarding program.

The quality of instructor your new hire onboarding program provider uses will often make or break your session. You want to ensure the content delivered to your learners is not only of high quality, but delivered in an engaging way your learners will remember

Return On Investment

Yes, you want your audience to be engaged and to learn, but even the most captivating session will mean nothing to your organization if it does not provide a return on investment.

When it comes to learning transfer, it can be difficult to track and measure. While a lot of your program success might be measured using subjective data rather than objective and directly applied metrics, this does not make it any less valuable.

Rollout Speed/Adaptability To Change

In March 2020, many program managers were left with the unenviable task of having to adapt an on-site program to a virtual environment. Taking this into account, rollout speed and adaptability to change are now more important than ever.

It may not be on the same scale as a global pandemic, but unexpected change is inevitable and both you and your new hire onboarding provider should be adaptable should unusual situations arise.

For example, if your vendor is due to deliver a virtual workshop in the morning, but the instructor falls ill, what is the contingency plan?

The 2020 panddemic taught us the importance of adaptability to change. When assessing a new hire onboarding program provider, ask questions about their rollout capabilities and mitigation plans should any issues arise

Modern-Day Learning Content

Modern-day learning providers provide modern-day learning content. This learning could take the form of workshops on:

Conclusion

In conclusion, there are several key areas of your new hire onboarding program you should gain more information on before making a final decision on a vendor. The questions you ask related to these areas will be key when making your final decision on who is tasked with rolling out your program.

With over 35 years of experience in the world of finance, Intuition will work with you to develop a financial onboarding solution capable of meeting your new recruits’ every need.

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