Interviewing and Onboarding That Actually Works
Interviewing and Onboarding That Actually Works How to Hire the Right People and Set Them Up to Succeed Hiring doesn’t fail because people are “bad hires.” It fails because decisions are rushed, interviews lack structure, and onboarding stops far too soon. Interviewing and Onboarding That Actually Works is a practical, manager-focused training designed to close the gap between hiring decisions and real-world performance. This presentation equips leaders with the tools, mindset, and structure needed to make better hiring decisions—and to ensure new hires are set up for success from the very beginning. This program moves beyond traditional interviewing techniques and generic onboarding checklists. Instead, it focuses on clarity, behavior-based decision making, and intentional onboarding that supports performance, accountability, and retention. Click "i" below for more information and a PREVIEW.
- Category: Powerpoint with Speaker's Notes
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Description
PREVIEW Interviewing and Onboarding That Actually Works.pdf
What This Training Covers
Why Interviewing and Onboarding Break Down
Participants explore the most common (and costly) reasons hiring and onboarding fail, including:
Hiring for urgency instead of fit
Relying on gut instinct over observable behavior
Assuming experience equals readiness
Confusing orientation with onboarding
Expecting new hires to “figure it out”
The training highlights how these breakdowns lead to avoidable turnover, performance issues, and frustration—often weeks or months after a hire is made.
The True Cost of Getting It Wrong
This presentation connects hiring and onboarding failures to real operational impacts, including:
Increased turnover and rehiring costs
Inconsistent guest or customer experience
Burnout and morale issues within teams
Time spent by managers fixing preventable problems
Erosion of trust between employees and leadership
Many of these costs don’t show up on a report—but leaders feel them every day.
How to Conduct Interviews That Actually Predict Performance
Participants learn how to shift interviews from “conversation” to decision-making tools by:
Understanding what interviews are supposed to accomplish
Recognizing why traditional interviews reward confidence, not competence
Avoiding common interviewing mistakes that lead to poor hires
Interviewing for skills, behaviors, and attitude—not just experience
The training introduces behavior-based interviewing, grounded in the principle that past behavior is the best predictor of future behavior.
Managers learn how to ask better questions, listen more effectively, and identify both red flags and green flags in candidate responses.
Legal, Fairness, and Consistency Guardrails
The program reinforces the importance of:
Consistent interview questions for the same role
Reducing unconscious bias
Focusing on job-related behaviors and skills
Documenting interviews objectively
This section supports both better hiring decisions and reduced legal risk.
Bridging the Interview-to-Onboarding Gap
One of the most powerful elements of this training is its focus on the often-ignored transition between hiring and onboarding.
Participants learn:
Why onboarding actually begins before Day One
How missed expectations during interviewing show up later as performance issues
Why new hires often experience confusion, information overload, and hesitation—even when managers believe onboarding is effective
The presentation reframes onboarding as a structured, ongoing process focused on readiness—not speed.
Building an Effective 30-60-90 Day Onboarding Experience
Managers are guided through what successful onboarding looks like over time, including:
Clear expectations and milestones for the first 90 days
The evolving role of feedback and coaching
How confidence, accountability, and ownership develop when onboarding is intentional
The training also clarifies the distinct but complementary roles of HR and managers in onboarding success.
Real-World Scenarios & Discussion
Participants apply concepts through realistic scenarios that address:
Strong interviews followed by poor starts
New hires who disengage or “go quiet”
Performance issues rooted in unclear expectations
These discussions help managers identify root causes—not just symptoms—and adjust their approach moving forward.
Action Planning for Immediate Application
The presentation concludes with guided action planning, prompting participants to:
Identify changes they will make in how they interview
Clarify expectations earlier in the hiring process
Strengthen at least one onboarding touchpoint
This ensures the training translates into real behavior change—not just awareness.
Who This Presentation Is For
Managers and supervisors involved in hiring
HR professionals supporting talent acquisition and onboarding
Hospitality, service, and people-driven organizations
Leaders looking to reduce turnover and improve performance consistency
Outcomes
After completing this training, participants will:
Make more confident, evidence-based hiring decisions
Reduce early turnover and onboarding-related performance issues
Create clearer expectations and smoother transitions for new hires
Strengthen accountability, trust, and consistency within their teams
Better hiring isn’t about doing more—it’s about doing the right things more intentionally.