Our work does not end once a candidate has been appointed. Around 40% of executives leave within the first 18 months of starting a new role, according to Fortune magazine. This is hugely costly to an organisation but can be avoided through better recruitment and more effective induction.
We work with clients to prepare leaders for transitioning into a new role by equipping them with the skills and insights needed to achieve immediate success.
From day one we support candidates by smoothing the transition and helping them build productive relationships. Our rigorous approach helps executives understand the organisational culture, learn how decisions are made and how to implement ideas successfully. And our unrivalled knowledge of the business and client landscape enables us to tailor onboarding plans to specific roles.
Benefits of AGP onboarding:
Benefits of onboarding for the individual
- Position leaders for success in their new role
- Establish productive relationships with key colleagues from day one
- Understand employer expectations and ways of working
Benefits of onboarding for the organisation
- Reduce the risk of early departure
- Remove barriers created by differences in style
Ability to build alignment around a ‘burning imperative’
What is executive onboarding?
An executive onboarding programme involves managing the integration of a new executive into a company. This means ensuring that new hires are prepared for their new role and aware of the relevant challenges and the culture of the organisation.
Executive onboarding services engage and inform incoming employees in a far more tailored and thorough manner than the usual dull presentations. When paired with executive coaching, this helps executives hit the ground running and achieve their full potential.
What are the four stages of the onboarding process?
An effective onboarding process should follow a few key steps, which provide the basis for the individual’s smooth transition into their new role. Generally, an executive onboarding process will involve the following four stages:
Executive onboarding should start before the new employee’s first day. It’s useful to give your successful candidate opportunities to ask any questions as well as support with any organisational and practical tasks and considerations around the transition.
- Introduction to colleagues and culture
When a new executive arrives at the company, making them feel welcome is essential. This means giving them plenty of time to get to know colleagues and get insights into the organisational culture.
- Role-specific training
Providing specifically tailored training for each individual helps them to understand and be prepared for the challenges they are likely to face. They can then begin with the best-informed and most effective approach from their first day.
- Review and reflection
Onboarding should be a mutually beneficial process, and you maximise its efficacy by facilitating two-way conversations about a new executive’s progress and what they need to help them achieve great things.
But how do they know what they need? agp’s coaches understand what questions to ask, in a safe and supportive environment. Together with the executive, they establish the positive, long-term changes necessary to achieve the goals of both the new executive and their employer.
Our executive onboarding method
The Anthony Gregg Partnership provides a supportive and rigorous approach to executive onboarding. Our goal is to secure the best outcome for both clients and their new recruits by smoothing the transition.
Our onboarding method focuses on one-to-one coaching, which prepares new executives for their role by helping them to build valuable relationships and skills. We provide insights into the company’s culture and internal processes, as well as the wider business and client landscape.
Why choose agp’s executive onboarding service?
As experts in executive recruitment and professional development, the Anthony Gregg Partnership is ideally placed to help guide executives from the hiring process and into their new role. With expert knowledge of the executive recruitment process, from head-hunting to onboarding, we’re familiar with the needs of companies and their employees.
agp understands the importance of finding and retaining top executive talent, and provides a full range of services, from search and recruitment to executive coaching. We help companies connect with the best people and give individuals the opportunity to flourish.
FAQs about Executive Onboarding
1-2-1 coaching sessions with the successful candidate once they start their new role.
Yes, onboarding is included as part of the Platinum service free of charge.
Get in touch to find out more.
Research suggests that as many as 40% of candidates leave within the first 12 months of starting a new role. This is mainly due to inadequate onboarding. agp offers 4 coaching sessions as part of our Executive Search Platinum Service.
Get in touch to find out more.
Our clients trust us to find the right person at the first time of asking
Tony is my go-to search consultant for executive leaders. His deep knowledge and understanding of the retail market combined with his extensive network enables him to put forward exceptional candidates.
I also find that he listens and asks great questions to truly understand what is needed for each role and for the organisation. I have recruited some of my very best leaders through him.
Tony has a refreshingly honest approach with a real desire to understand not only the scope of the role he is recruiting for but also the cultural fit – so key in considering potential candidates.
He has a positive attitude and is very responsive to deadlines. He also encourages feedback on all candidates and uses that to further develop them as individuals and improve his own selection process.
He is genuinely interested in ensuring that all parties are happy with the outcome once candidates are placed.
I have worked with Tony at agp for many years both as a client and a candidate.
Tony has in-depth experience and knowledge of the consumer industry which enables him to really understand the client’s and candidate’s needs and requirements in the interim market. This expertise has translated into great quality interim roles and candidates.
On a personal level Tony is friendly, approachable and responsive which makes him a pleasure to work with.