Effective Onboarding – Focus on the Experience

What makes for effective employee onboarding? Onboarding is a prime opportunity for employers to win over new employees yet many employers overwhelm new hires with a bundle of forms and policies to sign instead of using this time to create a strong bond. It’s about the experience not the paperwork!

Effective onboarding practices are critical to setting up new employees for success and are an extension of the recruitment and selection process. Most companies spend significant resources on recruiting that perfect candidate and minimal time on how to convert that perfect candidate into a successful and engaged employee.

Onboarding is the bridge between finding exceptional talent and keeping it. Designing an onboarding process or program that drives retention and performance is the first step in a journey that can take weeks and sometimes even months. Focus on the experience.

A successful onboarding program consists of several steps:

Pre- Arrival – ensuring the new hire has all the basics to get started – computer, phone, office supplies or a welcome gift such as a company t-shirt or branded products.

First Two Weeks – get the new hire acclimated to the organization, explain the main responsibilities, the performance expectations and how their role fits in within the company. Coordinate a lunch with other team members so the new hire can see how their career goals fit in with the company’s vision.

First 45 Days – training; ensure your new hire is empowered with the training and tools they need to be successful. While it’s important to get your new hire ramped up quickly, it can be a lot to take in so make sure it’s in easy to manage chunks. Assigning a mentor can make it easier!

First 6 Months to 1 Year– focus on culture and connection; goal-setting; invest in career development. Recognition and rewards show employees that their work is valued; employee recognition is one of the biggest factors in motivating and retaining people.

BlueFire HR can develop custom Onboarding programs designed to meet your business needs. Reach out today and see how we can help!


The New I-9 Is Here

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The U.S. Citizenship and Immigration Services (USCIS) has published the newest version of the Form I-9. The form, used to verify employment eligibility, will be mandatory beginning September 18, 2017. This new form has a revision date of 07/17/17 N which is shown at the bottom of each page on the form.
The current storage and retention rules have not changed. The new version has made some minor changes to the form’s instructions and list of acceptable documents. The new version also renumbers all List C documents except the Social Security card, and streamlines the certification process for certain foreign nationals.
Click here for the new Form I-9 with updated Instructions. If you have questions or concerns about I-9 Compliance reach out to BlueFire HR.

BlueFire HR Welcomes Nicole Golfieri, our new Business Development Director

BlueFire HR consulting LLC is pleased to announce that Nicole Golfieri has joined our team.  Nicole is joining BlueFire HR as our Business Development Director where she will be responsible for the management of strategic and operational Marketing, Business Development, and Customer Relationship activities.  Nicole brings over 10 years of HR experience to BlueFire HR with particular expertise in the areas of compliance, 401(k), payroll, consulting, staffing and HR operations.  Nicole’s expertise in HR infrastructure and HRIS operational flow enhance BlueFire’s offerings, ensuring that BlueFire continues to meet the needs of our clients.  You may reach Nicole at ngolfieri@bluefirehr.com.

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Are you looking for HR support, executive coaching or customized training? Check BlueFire HR Consulting at http://www.bluefirehr.com

We are your one stop shop for all HR needs.

Try us out today.


Dynamic Workspaces


Dynamic Workspaces…the key to employee engagement.

Have you ever thought about changing things up a bit in the workplace? Too often we are tied into the traditional 8-5pm atmosphere. It is about time to shake things up and let employees decide what will work for them.

Obviously we need to ensure your organization is still meeting business needs, but what if we thought about it differently? Letting employees propose their start times, or possible if their desk is standing, they use a ball or simply move their area into an office with a colleague. What if we left it up to them to find a solution that will allow them to be more impactful in their work-output?

Even if your organization doesn’t have it yet – what about allowing employees to work remotely from time-to-time or consistently for a day or two on a weekly basis? You will need to put parameters in place and only allow it when it makes sense for his/her position, but it may improve employee engagement dramatically.

It is all about engagement. BlueFire HR wants to ensure we are getting the maximum out of your investment in human capital so feel free to engage BlueFire HR with innovative workspace solutions and/or engagement initiatives.

Stephanie H. Nelson, MBA, CHHR

BlueFire HR Consulting



Workforce Planning is a Must!

Click here for Developing an Effective Health Care Workforce Planning Model and Tool that our Founder co-authored (© Used with permission of the American Hospital Association). WPMwhitePaperWeb final with copyright

Stephanie H. Nelson, MBA, CHHR


Need an Assessment?

Need an HR Assessment ? Know where your risk is lurking? Mention this promotion and get 50% off your annual assessment through May 2016.

Stephanie H. Nelson, MBA, CHHR