Welcome to Manchre Tools.

Welcome back everybody.

Last week we went through a number of questions and we have some more.

So this is part two of the Q&A for on boarding.

Okay, do I need to specify the on boarding process?

Do I need to specify the onboarding process?

Or is it enough to insist that there is a process

and that the hiring manager determine the process and present it to me for input?

You could do either I would not specify specifically the onboarding process simply

because your managers can do it I would bless what all of my managers do or put differently.

Let's assume I have five direct managers reporting to me.

And let's say roughly each one of their onboarding

templates has a hundred tasks in it. I might very

well say to all of them 75 of these tasks are non-negotiable. The other ones, maybe roughly 25 for each of you, are all up to you.

Okay? But I expect to see an automated report come out of any onboarding system that you use for your people, I expect my 75 things to be passively for. I want to be aware of them passively. I don't want to come find them. I don't have to go dig up the spreadsheet. I expect

them to be sent up to me at a weekly basis so that I can look at status. And if I'm smart, if you're

smart you'll send them to me in the form that it's live or not live, but I can click a link and I can go and look at it in more detail rather than the bit that shows up in my email.

And if you've done this 50 times, what you do is you say,

hey guys, you guys need to come up with your own onboarding process. Here's the one I use.

Steal this one.

And then you'll find out who does better with it and updates there's more and stays more current and

more fresh and ends up doing a better job.

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