{"id":1575,"date":"2012-08-30T08:11:19","date_gmt":"2012-08-30T08:11:19","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/sales-training-vs-onboarding-new-hires\/"},"modified":"2023-03-08T19:43:52","modified_gmt":"2023-03-08T19:43:52","slug":"sales-training-vs-onboarding-new-hires","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-training-vs-onboarding-new-hires\/","title":{"rendered":"Sales Training vs. Onboarding New Hires"},"content":{"rendered":"

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\nYou\u2019ve hired a great new talent and you\u2019re excited for her to hit the road selling. But before she can be productive, she needs to complete her training program. The training was created by the corporate office and is distributed to all sales managers with specific procedures that need to be followed. It consists of product information, videos, meetings and tests. Her first day is spent filling out paperwork, obtaining a company badge, computer and office supplies. This type of orientation is boring, cumbersome and outdated.<\/p>\n

If you\u2019d like your new hire to become productive quickly, and have a lot more fun while learning, invest in a comprehensive onboarding program. Often \u201ctraining\u201d and \u201conboarding\u201d are used interchangeably when describing the new hire process. They are not synonymous and you should know the difference. Successful onboarding<\/a> requires the backing of everyone who has an interest in the new hire\u2019s success. That includes human resources, managers, trainers, and the direct supervisor. The onboarding process takes time and should last more that a few days. In some instances onboarding can last up to a year. Welcome your new hire into your workplace family, inspire the performance you desire, and your effort will be well rewarded.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Traditional Training and Orientation<\/span><\/strong><\/td>\n<\/td>\nOn Boarding<\/span><\/strong><\/td>\n<\/tr>\n
Operationally driven<\/td>\n<\/td>\nPart of strategic process<\/td>\n<\/tr>\n
Pile of paperwork to fill out the first day<\/td>\n<\/td>\nPaperwork sent to employee prior to first day<\/td>\n<\/tr>\n
Supply information to the new hire<\/td>\n<\/td>\nCreate a good impression of the company<\/td>\n<\/tr>\n
Universal to all employees<\/td>\n<\/td>\nTailored specifically to individual employee<\/td>\n<\/tr>\n
Formal socialization \u2013 office introductions<\/td>\n<\/td>\nInformal socialization \u2013 team lunch<\/td>\n<\/tr>\n
Employee Handbook for procedures<\/td>\n<\/td>\nImmersion in company culture and procedures<\/td>\n<\/tr>\n
Stress as employee \u201cfigures out\u201d the job<\/td>\n<\/td>\nConfident sales person that is coached by a mentor<\/td>\n<\/tr>\n
Rep selling immediately<\/td>\n<\/td>\nRep shadowing a senior team member<\/td>\n<\/tr>\n
Productivity after several months<\/td>\n<\/td>\nImmediate productivity<\/td>\n<\/tr>\n
Lasts several days<\/td>\n<\/td>\nCan last several months to a year<\/td>\n<\/tr>\n
Inexpensive to implement<\/td>\n<\/td>\nRequires an investment<\/td>\n<\/tr>\n
High turnover<\/td>\n<\/td>\nHigh retention<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Onboarding may be the last step in recruitment, but it is the first step in retention. After you have devoted time, money and energy to compete for the best talent, you don\u2019t want turnover you want success. True winning workplaces know that the onboarding process is never really over. It\u2019s not about supporting the employee for a determined amount of time and then leaving them on his or her own. It\u2019s about sticking with them offering continual help and support.<\/p>\n

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