1. Advising the Advisor
A Comprehensive Onboarding Program for Academic Advisors
Andrea Hauser and Jonathan Lee
Northeastern University
Boston, Massachusetts
Andrea

2. Not just academic advisors!
Who is this for?
Not just academic advisors!
Andrea

3. Who is this for? Anyone wanting:
To conceptualize hiring and onboarding
A refresher of basic points
A place to record thoughts and ideas
Andrea
The goal is to finish half the work today!

4. What are we discussing? Why does this matter? Hiring process
The first day
The first week
The first month/term/year
References
Jonathan

5. Why does this matter? Effective onboarding:
Hiring process
The first day
The first week
The first month/term/year
References
Commitment to organization1
Job performance2
Attrition3
Better experience for all!
Jonathan
The literature is limited (Renn & Hodges, 2007)
1 Klein & Weaver (2000); 2Carmeli & Tishler (2004); 3Hellman (2000)

6. Why does this matter?
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
54%
Jonathan
Barely half of new employees reported having a formal orientation.
Dean et al (2011)

7. Why does this matter?
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
69%
Jonathan
This means that most people are unsatisfied with getting oriented in their position.
Of the 54% that reported having a formal orientation, only two thirds found it helpful.
Dean et al (2011)

8. Why does this matter?
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
57%
Jonathan
This means that most people are unsatisfied with getting oriented in their position.
This means 57% of all new employees did not have a helpful orientation.
Dean et al (2011)

9. Why does this matter? What was your experience as a new hire?
Hiring process
The first day
The first week
The first month/term/year
References
Our conversations with new hires
What was your experience as a new hire?
Jonathan
You can find quotes from our conversations throughout the workbook formatted like this.
We want to hear from you: we agree it’s important—what have your onboarding processes looked like?

10. Hiring Process Begins when the position is posted
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
Begins when the position is posted
Andrea
Human Resources Management. Welcome New Faculty and Staff. Northeastern University.

11. Hiring Process Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Andrea
First impressions matter! Refer to workbook page 1. What impression of the office does this posting give you?

12. Hiring Process
Andrea
Handout page 2

13. Hiring Process Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Jonathan
Hiring is part of the onboarding process
Consider team needs before hiring
Interviews are telling for both sides
Give them time to fill out a strength and weakness for their team

14. Hiring Process Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Jonathan
Interviews are telling for both sides

15. Hiring Process Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Jonathan
Rubrics are critical, but don’t have to be limiting
Give time to fill out a line on their own rubric

16. Hiring Process Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Jonathan – point out importance of getting everyone involved

17. REMINDER Hiring Process No one wants a surprise co-worker!
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
REMINDER
No one wants a surprise co-worker!
Andrea

18. The First Day Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Andrea
Goals of the first day are to welcome, give a tour and introductions, to orient the person to the new space (physical and systems) and to review the training schedule
Give them time to jot notes on their ideal first-day schedule

19. The First Day Why does this matter? Hiring process The first day
The first week
The first month/term/year
References
Andrea

20. The First Week Why does this matter? Hiring process The first day
The first month/term/year
References
Jonathan
Goal of the first week is to place the role in a holistic context. Consider who is helping with the training.
Lee (2016) Available:

21. The First Week
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
Andrea
Balance formal training and time for employee to work/review on their own.
Be selective about who is providing training on what.

22. The First Week Conscious Competence Unconscious Competence
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
Unconscious Incompetence
Conscious Incompetence
Conscious Competence
Unconscious Competence
Andrea
Be selective about who is providing training on what.
Howell, W. & Fleishman, E. (eds.) (1982). Human performance and productivity. Hillsdale, NJ: Erlbaum.

23. The First Week Why does this matter? Hiring process The first day
The first month/term/year
References
Andrea
Point out importance of keeping agendas consistent

24. The First Week Why does this matter? Hiring process The first day
The first month/term/year
References
Andrea
Maintain consistency
Orient around the “why”
Provide opportunities for application
Give time for them to think about first and last sessions of the week
Howell, W. & Fleishman, E. (eds.) (1982). Human performance and productivity. Hillsdale, NJ: Erlbaum.

25. First Month & Beyond Why does this matter? Hiring process
The first day
The first week
The first month/term/year
References
Jonathan
Give time to list a learning outcome for the first month, term and year.
Onboarding leads naturally into evals
Goal is that you are never at a standstill

26. What did we discuss? Won’t this take a ton of time?
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
Jonathan
Won’t this take a ton of time?

27. References
Carmeli, A. and Tishler, A. (2004). The relationships between intangible organizational elements and organizational performance. Strategic Management Journal, 25,
Dean, L. A., Saunders, S. A., Thompson, G. F., and Cooper, D. L. (2011). Efficacy of orientation for new student affairs professionals. College Student Affairs Journal, 29,
Hellman, S. W. (2000). An evaluative study of the impact of new employee orientation on newcomer organizational commitment (Doctoral dissertation, Pepperdine University). Dissertation Abstracts International, 61, 678A.
Klein, H. J. and Weaver, N. A. (2000). The effectiveness of an organizational-level orientation training program in the socialization of new hires. Personnel Psychology, 53,
Lunceford, C.L. (2014). It takes a village: The role of the individual, organization, and profession in preparing new professionals. New Directions for Community Colleges, 166,
Renn, K. A. and Hodges, J. P. (2007). The first year on the job: Experiences of new professionals in student affairs. NASPA Journal, 44,
Why does this matter?
Hiring process
The first day
The first week
The first month/term/year
References
Jonathan