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Concannon Business Consulting was founded to address the growing need for experienced project and program management teams across a variety of industries. Our team is comprised of experienced resources that deliver immediate project impact and value for our clients, with the mission of 100% customer satisfaction. Our company has grown from two business partners to dozens of consultants servicing clients in the automotive, financial, high-tech, hospitality, retail, and consumer packaged goods industries.


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Modern HR Training: Improving Your Remote & Mobile Onboarding Process

Concannon Business ConsultingMicrolearning Modern HR Training: Improving Your Remote & Mobile Onboarding Process
Modern Onboarding Process

Modern HR Training: Improving Your Remote & Mobile Onboarding Process

Hiring managers and talent acquisition teams across the globe have been forced to pivot their recruiting and onboarding strategies to accommodate new pandemic-related challenges. After Covid-19 pushed companies into a remote working environment, it meant navigating uncharted waters – especially when it concerns bringing on new employees. 

Implementing a strong onboarding process has shown to improve retention rates by a whopping 25%. For HR teams, that means reevaluating current programs in place and ensuring new employees are welcomed in a structured, personalized, and inclusive way. Without doing so, your organization will be vulnerable to some pretty lofty replacement costs. 

According to Gallup, replacing a single employee can cost between half to two times that employee’s annual salary. And that estimation is erring on the conservative side. So, to put this into perspective, if you have 100 employees on staff, paying an average annual salary of $50,000, you could be grappling with roughly $660,000 to $2.6 million in turnover costs per year. Ouch. 

To avoid revenue loss and retain your employees, here’s how to boost the efficacy of your remote and mobile onboarding program. 

Set-Up & Send Tech In Advance

For your new employees, their experience getting acclimated and familiar with your technology is critical to productivity and success. When you provide access to beneficial tools and technology right off the bat, it communicates that you value your employees and make support a priority.

It goes beyond merely shipping a phone or laptop – it’s about making sure everything they need is configured properly and they have access to training resources for all the software and equipment they need to do their job. Consider creating a series of “how-to” videos with step-by-step instructions for getting started. It also helps to set up a Zoom call in advance between the new employee and a member of your IT department so they can ask questions, get acquainted with your system, and receive personalized support.

Relationship Building & Engagement

Did you know that within the first six months of employment, an estimated 86% of new hires decide on whether or not they see a future with the company? It may seem challenging to make an employee feel welcome and cared for in a remote environment, but there are plenty of ways to make onboarding an interactive experience

The social side of onboarding is a pivotal piece of the puzzle when it comes to helping new staff feel connected and engaged. Consider building breakout sessions into your training or meetings, as well as regularly surveying and polling new hires to collect feedback and make improvements where needed. 

In addition to helping new staff form relationships with their colleagues, you can schedule virtual coffee breaks, lunches, or happy hours to eliminate feelings of isolation and ensure new hires are being properly integrated into your culture. Placing an emphasis on socializing will contribute greatly to employer branding and reputation, as these actions tend to get shared on social media and employer review sites. 

Another big hit with new hires is kicking off their new position with a welcome package – replete with branded swag and a personalized note to make them feel valued and part of their new team. And speaking of teammates, why not pair new hires with their own “big sis” or “buddy” (a.k.a. a veteran employee) to help them navigate the onboarding experience and receive advice from a fellow colleague.  

Adopt a Long-Term Mindset

There’s one area where many companies tend to fall short: putting a time limit on the onboarding process. Just because a new employee completed their first week, does not mean it’s time to rub your hands together and call it a wrap. 

Speaking to SHRM, Pat Wadors, former CHRO at ServiceNow shared, “Last year, we conducted research and found that employee enthusiasm for work peaks at the start of a new job but wanes by 22 percent shortly thereafter. Companies need to think about how they are ensuring their employees feel like they are valued and heard. Are you providing them with enough resources? Are you helping to create micro-moments of belonging? Are you helping to create empowering environments that allow employees to stay connected and collaborate?”

One of the most effective ways to continually measure your success is to survey new hires one week, 45 days, and 90 days after they join the company to collect feedback on their overall onboarding experience. 

When it comes to modernizing your remote and mobile onboarding system, the key is to consistently assess what’s currently in place and test out new ways of improving the onboarding experience. Complacency will wind up hurting your business, so always strive to make adjustments to ensure you’re providing the best environment possible for new hires.

Mark Concannon