Home Build Your Workforce

Improve Hiring & Onboarding

Design hiring and onboarding that build clarity, connection, and confidence. Help new behavioral health staff thrive from day one.

Retention starts before day one. Hiring and onboarding are your first chances to build trust, spark connections, and show new employees that your organization is a place they can grow. When done well, these early moments lay the foundation for long-term engagement.

From the interview process to the first few months on the job, small improvements can make a big impact on whether a new hire stays.

Hire with Intention

Hire for Mission Fit, Not Just Skills

Look for candidates who align with your organization’s values and purpose, not just those who check every skill box. Employees who believe in your mission are more likely to stay, even when the work is tough.

Be Honest About the Role

Set clear, realistic expectations. Be upfront about the rewards and the challenges. This helps reduce early turnover by minimizing surprises.

Ask About Past Experience

Use behavioral interview questions to understand how someone has handled real-life situations. This approach is more predictive of long-term success than hypothetical or personality-based questions.

For help crafting interview questions:

A Relationship-based Onboarding Model

Spotlight: Sinnissippi Centers

Sinnissippi Centers has refined its onboarding process to include intentional communication, consistent check-ins, and multiple touchpoints over time. Their model includes:

Day 1: HR welcomes the new hire and provides key information
2 weeks: HR follows up to review benefits and answer questions
1 month: New Employee Orientation with leadership and administration
30-, 90-, and 180-day check-ins: Structured feedback surveys to learn what’s working and what’s not
Stay interviews: Conducted with current staff (not just those exiting) to continuously improve

This approach strengthens connection, surfaces concerns early, and improves retention over time.

Visit the Sinnissippi Centers website

Make Onboarding a True Launchpad

Onboarding is more than orientation. While orientation may involve forms and introductions, onboarding is a deeper process that supports the whole person—logistically, emotionally, and professionally.

Key elements of strong onboarding include:

Orientation Logistics

Payroll, benefits, HR policies
Safety protocols, especially for roles involving field work, travel, or high-risk scenarios
Clear guidance on emergency procedures, vehicle use, and universal precautions

Role-Specific Training

Shadowing opportunities with experienced staff
Hands-on practice with documentation, client interactions, or tech systems
Review of essential clinical or job-specific skills (e.g., crisis response, de-escalation)

Technology Support

Setup and training on devices and software (e.g., virtual phone, EHR, online learning tools)

Relational Support

Assign a mentor, buddy, or peer guide to help navigate culture and expectations
Schedule consistent supervisor check-ins during the first 90 days

Goal Setting and Performance

Clarify expectations and introduce your evaluation process early
Involve the employee in goal setting to support engagement and accountability

Sources

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58(2), 281–342.
Klein, H. J., Polin, B., & Leigh Sutton, K. (2015). Specific onboarding practices for the socialization of new employees. International Journal of Selection and Assessment, 23(3), 263–283.
Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50(3), 655–702.