Hiring personnel can be a time-consuming and costly process. First, you must justify the need to a new hire, then spend countless hours sourcing and selecting the right candidate. Unfortunately, the work really just starts there. Onboarding your new employee to assimilate them with your company culture, procedures, and their job tasks is a critical part of setting their foundation for success. Without it, you are doomed to have to start over.
While this situation is not exclusive to the life sciences industry, hiring GXP personnel requires additional considerations. For example, life sciences employees must have the requisite education, training and experience to perform their role, and must understand and apply regulations governing our industry. This is mandated by federal and global regulations.
Furthermore, once you’ve completed the hiring process and your ideal candidate starts employment, you want to retain them. Again, because of concerns unique to our regulated environment, your business needs to be fully staffed with qualified personnel. Nobody can afford a “revolving door” situation, where a hiring manager needs to repeat this time-consuming and costly process in a relatively short time.
Fortunately, there are measures you can take to increase the likelihood these employees will stay with your organization. A well-designed Onboarding Program is an integral part of your company’s culture. It not only promotes new hire retention, but also can have new hires contributing independently to the business more quickly.
During this interactive session you will learn:
- Why it’s important to engage new hires from day one
- The differences between new employee “orientation” and “onboarding”
- Key elements of an Onboarding Program in the regulated life sciences – Driving compliance from the moment they set foot in the building
- Strategies for having the new hire perform independently as soon as possible