Tofa McCormick, MBA’s Post

In case you are interested

Many TalentPop partner brands are hiring external customer service agents for the first time, but often overlook the importance of in-depth training. It's critical to have regular video check-ins with your team to connect on a personal level and identify areas for improvement. Investing time in product and brand education is key, not to highlight knowledge gaps, but to ensure your team has the necessary tools to turn customer service into a revenue generating channel. Avoid blaming; focus on quick problem-solving and a constructive mindset. 👍 if you agree and share any additional strategies you use for team enhancement!

**My 8 weeks Journey to ALX as a Certified Virtual Assistant** 👉 **Week 1 Achievements: Karibu Ceremony and Onboarding** This week marked the beginning of my exciting journey with ALX, and I’m thrilled to share what I’ve accomplished: 💮 **Program Structure and Graduation Requirements** - **Program Structure:** I familiarized myself with the layout of the program, gaining a clear understanding of the various modules and their organization. This foundational knowledge will help me navigate the program smoothly. - **Graduation Requirements:** I reviewed the requirements for successfully completing the program, including passing quizzes, participating in activities, and fulfilling other criteria. 👉Tools and Resources** - **Essential Tools:** I identified and learned about the tools necessary for the program, including specific software and platforms that will support my studies and tasks. - **Platform Navigation:** I became comfortable with the learning platform (Savanna) by exploring how to access course materials, submit assignments, and track my progress. 👉Community Engagement** - **Connecting with Peers:** I joined and actively participated in my Squad and the broader community on the Portal. Engaging with fellow learners has already enriched my experience and provided valuable networking opportunities. - **Karibu and Onboarding Events:** I attended the scheduled Karibu and onboarding events, which offered valuable insights into the program and helped me integrate smoothly into the ALX community. 👉Week 1 Learning Content** - **Review Materials:** I thoroughly reviewed all Week 1 learning content available on Savanna, ensuring I have a solid grasp of the program’s structure and expectations. - **Recap Quiz:** I completed and submitted the VA Week 1 - Recap Quiz, confirming my understanding of the key information and successfully onboarding. I aimed to score 70% or higher to pass. **Tips for Navigating the Learning Platform:** - **Explore Early:** I took time to explore the platform thoroughly, becoming familiar with its layout and features. - **Use Resources:** I utilized help guides and tutorials available on the platform to assist with navigation. - **Stay Organized:** I tracked deadlines, events, and my progress to stay on top of my tasks and responsibilities. By the end of Week 1, I am well-acquainted with the ALX Virtual Assistant program, its requirements, and the community. This strong foundation is setting me up for a successful learning journey ahead. #ALXNigeria #ALXVirtualAssistant #ALXCommunity #ALX #RemoteWork #vitualassistance

🔊 Calling all HRs and TAs ❗️ Hiring is as tough as getting a job. We get you ❗️ 😍 Hire the best APMs from PM School at Zero Fee! 😍 Share your hiring requirements at the link below 👇 anmol@pmschool.io #productmanagement #pmschool #hiring #alumni #openforwork #opentohire #hiring #product #community

It's time to stop hiring just for skills. Instead, focus on attitude and mind. Train the rest. The right attitude brings adaptability, problem-solving, and a willingness to grow.  Skills? They’ll come with time.  But you can’t teach someone how to be a team player or align with your company’s vision. If a candidate checks all the boxes on paper but doesn’t have the right energy, think twice. Building a team of curious, motivated learners will take your business further than just filling a role. Let’s start prioritizing culture and growth over resumes.  That’s the future of hiring.

Good tips for hiring candidate for growth and culture.

In the first couple of months at a new company, new engineering hires typically focus on reading and writing code within their onboarding projects to gain domain expertise. However, an effective and often underutilized approach to accelerate learning is code reviewing. New employees often hesitate to review code for others before they feel fully confident in their knowledge. Yet, diving into code reviews can significantly speed up the learning process. By engaging in thoughtful and thorough code reviews for the team members, even when working on isolated onboarding projects, new hires can build a robust understanding of the broader domain. Moreover, code reviewing is an excellent way to quickly showcase your value and prior expertise, delivering impact beyond just your onboarding project. That said, it's crucial to approach this early code reviewing with care. Ensure your comments are constructive and respectful to avoid overstepping while you're still gaining expertise. In summary, incorporating code reviewing early in your onboarding journey is a proactive method that accelerates learning, encourages collaboration, and contributes to overall success in the role. This principle applies to other roles as well — reviewing others' work helps you learn faster in addition to your own work. This may seem obvious in hindsight, but a recent new hire on my team embraced this approach exceptionally well on their own, reminding me just how powerful it can be.

Smooth Landings: Streamlined Onboarding for Seasoned Software Engineers (KY& Co) Exciting news! At KY& Co, we are thrilled to announce the implementation of our new structured onboarding process tailored specifically for experienced software engineers. This comprehensive program aims to ensure a smooth transition, rapid integration, and long-term success in their new roles. #digitalsolution #structuredonboardingprocess #regularcheckins By prioritizing a structured onboarding process, we provide the necessary guidance and direction to overcome challenges, refine skills, and thrive in their new roles. Through regular check-ins, feedback sessions, and ongoing support, our software engineers receive continuous feedback and assistance, enabling them to overcome obstacles and excel in their work. #continuousfeedbackandsupport Our tailored onboarding process also sets the stage for long-term success. With a focus on personalizing the experience for each software engineer, we ensure that their skills are honed, and they are equipped with the knowledge they need to excel in their specific roles. This personalized approach leads to higher job satisfaction, increased productivity, and reduced turnover rates. #longtermsuccess By implementing this structured onboarding process, we have seen significant benefits. Our statistics show that software engineers who have gone through this program have experienced a 30% reduction in ramp-up time, resulting in faster integration into project teams. Additionally, their average project completion time has decreased by 20%, demonstrating the effectiveness of our approach. #statistics Join us at KY& Co as we prioritize the success of our seasoned software engineers with our streamlined onboarding process. Together, we can achieve new heights in the digital world. #success #onboardingprocess #digitalindustry Reference: [Insert relevant reference or link here]https://lnkd.in/gT4eZf53

Sink or Swim How fast can we create an environment for new team members to be fully contributing as themselves? Was reading this article on substack by LIZZIE MATUSOV and thought of sharing excerpts from the same as I resonate with the problem statement. Engineering onboarding is the process through which new software engineers are integrated into a company and its technical and social systems. It typically includes orientations, training sessions, and introductory projects that help new engineers understand the organization's codebase, tools, practices, and culture. When onboarding new engineers, a common phrase used to describe the process is “sink or swim”. The term "sink or swim" describes a common engineering onboarding environments where new hires receive minimal guidance and support as they begin their roles. This metaphor captures the pressure on newcomers to independently navigate complex tasks and organizational cultures, effectively having to prove their competence without structured assistance. There is also a research paper on this published by Seattle University which can be found here https://lnkd.in/dFyQSEcE The results showed that: 1. Clarity in role or job assignment was critical to early engineer experience. 38.5% of engineers did not know what to work on during onboarding. The highest-reported impact of this was distress and decreased productivity. 2. Management and team support was a top factor for onboarding success. 74.3% of engineers felt their manager was invested in their development, and 85.71% of engineers felt their team was invested. 19.8% of engineers were not paired with a manager when onboarding. The top areas of improvement recommended by new engineers were training and work distribution and planning methods. Here is link to full article for those interested in reading more https://lnkd.in/dmRX8mhy