Streamlining the Onboarding Process: Best Practices for Schools

Just as important as finding the right candidates, is having an onboarding process that is efficient for everyone involved. This sets the stage for success and allows all new team members to excel in their new positions. A poor onboarding process can leave new hires feeling confused and unmotivated. It will also impact their understanding of their role within the school system.

Schools face unique challenges in the onboarding process which is why it’s important to know how to specifically address them so you can streamline the process. We’ve compiled some useful tips to help your new candidates best settle into their new positions and get excited about their new roles.

Onboarding Challenges Schools Face

Unique Training Needs

Staff members in academia have very unique roles which is why they have different training needs. From administrators to paraprofessionals, each team member needs to have a training and onboarding process that fits their responsibilities. This can be challenging if there is not enough support staff and resources to provide this need.

Information Overload

Some new staff members may feel as though there is an information overload during the onboarding process. Striking a balance between offering necessary training and information versus other items that can wait to be introduced is crucial. This way new hires can focus on the most important information first.

Little Pre-Boarding

Many new hires are faced with little to no pre-boarding. This comes in the way of paperwork to fill out, badges, and other information to make the process go smoother. Looking to see what can be done before the official onboarding process starts is key.

Best Onboarding Practices for Schools

There are several things that schools can do to address the challenges they face during the onboarding process and make the process go more smoothly.

Accommodate Process to Different Learning Styles & Roles

It is crucial that schools differentiate training based on each team member’s specific roles. This translates to allowing each staff member to focus on the training that is most relevant to their positions and accommodating different learning styles. This may mean offering information verbally and in print.

Document Information

As was mentioned above, the onboarding process can be overwhelming. Your new employee may not remember every detail of their training. This is why having this information stored elsewhere for future reference is so important. This can help prevent important information from being lost or forgotten. It also provides employees with access 24/7 to resources they need to be successful in their roles.

Utilize Technology

Using technology can also help to streamline the onboarding process and training. Having online training or other tools can help to make the process more efficient. Allowing new hires to fill out necessary paperwork online rather than having paper copies and inputting it later can save time and create a seamless process.

Implement Job Shadowing

Allow new hires to see their colleagues in action. This can help them to better understand how your school system works and what they need to do to be successful.

Get Feedback

The only way you will know if your onboarding process is a success is if you get feedback. During and after the process ask staff what was beneficial about the process and what needs work. This can help you to be aware of what can be done to streamline the process.

At Summit Careers, our team is here to help you every step of the way to ensure a smooth and efficient onboarding process. Contact us today to learn more about our services and how we can take your hiring process to the next level.

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The Real Cost of Unfilled Manufacturing Positions and How to Reduce It

March 31, 2026

When it comes to filling manufacturing positions, companies are feeling the pinch of vacant positions. Data shows unfilled manufacturing roles could cost the U.S. economy $1 trillion by 2030. For an individual plant, the hidden costs of a vacancy often outweigh the salary of the person who should be there. What Vacancies are Really Costing Companies Vacancies are costing companies more than you would think when you break down the dollars and cents of it all. Experienced Workers With 26% of the manufacturing workforce aged 55 or older, every unfilled role next to a veteran worker is a missed opportunity for mentorship. When those veterans retire without a successor who has shadowed them and learned the ropes, decades of expertise are lost. Overtime Costs To meet production quotas, existing staffers must pick up the slack. This can lead to massive overtime costs and employee burnout. This can be extremely dangerous. Fatigued workers are statistically more likely to make errors or suffer injuries, driving up insurance and rework costs. Operational Costs If a maintenance job goes unfilled and machines stop working, it can lead to longer downtime, costing the company money. If a line is down for four hours instead of one because you’re short a technician, the loss can exceed thousands of dollars. Competitive Disadvantage Production delays can give competitors an advantage. While you’re taking longer to complete tasks, they’re surging ahead and taking your customers. How to Close the Gap Reducing the cost of unfilled positions requires moving from reactive hiring to proactive employee retention. 1. Data-Driven Training Instead of searching for the perfect candidate, start building them in-house. Many high-performing plants are using skill matrices to identify their gaps. By training current employees to do other tasks, you can create a more resilient, cross-trained floor. 2. Invest in Labor-Augmenting Technology In 2026, automation isn't about replacing people; it's about making the people you do have more effective. AI Resources: New AI systems can now help less experienced operators by providing real-time, natural-language troubleshooting guides based on the plant’s own historical data. This can help employees get the information they need when they need it. Collaborative Robots: These handle the more mundane tasks, allowing your human talent to focus on quality control and complex assembly. 3. Structured Onboarding Program Data shows that 30% of manufacturing departures happen within the first 90 days. To reduce this at your company, implement a structured onboarding process: Day 1: Safety-first orientation. Day 30: A "stay review" to identify friction points before the worker looks elsewhere if they are unhappy. Day 90: A clear path to the next skill level or pay grade. By showing you are taking time and effort to retain employees, they will feel valuable and will not look for a quick out. Let Summit Careers Fill Your Manufacturing Roles If you’re feeling the cost of unfilled manufacturing positions, let Summit Careers help. We work with qualified individuals seeking their next career move. Reach out to us today so we can help!

Why Universities Struggle to Compete for Administrative Talent

March 24, 2026

Universities are facing a troubling trend as they work to find and retain administrative talent. Many schools looking to fill IT professional, HR director, and mid-level manager positions are finding it difficult to compete with the private sector for the same positions. Why is this happening, and what can universities do? Let’s take a look. Salary Differences The most obvious hurdle is the paycheck. According to 2024–2026 labor data, while public universities have recently outpaced private universities in salary increases for senior administrators, median raises are barely keeping pace with inflation, let alone with private-sector competition. While a university may offer a stable career, the private sector may offer more money. This can steer quality talent in that direction. Universities may not be able to do much in this department, so it will remain an issue that keeps top talent away. Remote Work Options Many private-sector jobs can offer employees remote or hybrid work options. These days, this is very appealing. People want the flexibility that private sector jobs can offer. Universities are often bound to in-person jobs only. Leadership often feels that for a campus to be alive, staff must be physically present. This can deter some quality employees from these positions. Many favor remote options and will gravitate toward companies that offer them. If the private sector offers higher salaries and remote work options, universities may not be able to compete. Increasing Complexity The job of a university administrator is becoming more difficult. New financial rules and delays in federal aid have made it more difficult to work in some university departments. There are also some demands to be more AI-savvy to manage enrollment and student engagement. Some of these tasks are unappealing, leaving candidates to look to the private sector, especially if the salary is higher. How Can Universities Compete? To win back administrative talent, institutions have to change. These are some suggestions: Embrace Flexibility: Consider allowing remote work for roles that don't require face-to-face student interaction. This can be for data entry and similar tasks. Modernizing Benefits: If the base salaries can’t compete with the private sector, they can, and should. Universities can consider offering tuition help, superior health benefits, and excellent retirement options. Streamlining the Search: Academic hiring is notoriously slow. A corporate recruiter can hire an accountant in two weeks; a university search committee might take six months. By the time the offer letter arrives, the talent is gone. By speeding up the process, universities can avoid losing talent. Are you Looking to Fill University Jobs? Contact Summit Careers At Summit Careers, we hear from candidates daily looking to fill university jobs. When you partner with us, we will sort through resumes and present you with only the best candidates. Contact us today to learn more about our university staffing program and how we can help you fill your vacancies. We have helped countless universities find their top employees; let us do the same for you.

What Today’s Blue Collar Workforce Actually Wants From Employers

March 9, 2026

Today’s blue-collar workforce wants more than a job to pay the bills. They want a career that respects their time and gives them a future. They are looking for employers who can offer benefits that extend beyond the workday. Let’s take a look at several things that the blue-collar workforce wants in 2026 and what employers can do. A Clear Path to Growth Many blue-collar workers want a clear path to growth. They don’t want to stay stagnant in their jobs. They want opportunities for promotion, regular performance-based raises, tuition reimbursement, and more. If you can provide some of these, you may be more likely to attract quality workers to your company. Stability with Hours While blue-collar workers can’t work from home, they want something different when it comes to the hours they work and their stability. Many do not want to be “on-call” 24/7. They want to know their schedule in advance. This can lead to a better work-life balance. This can make a huge difference in keeping workers happy. Tangible Security Job security is extremely important. Workers want a guaranteed minimum number of hours. They also want equitable pay. They know how important their skills are in a tight labor market. They want to have a paycheck that reflects the rising cost of living and their skills. Restful Time Off These days, workers want long weekends and paid holidays. They want the extra paid time off for long weekends or reaching milestone employment levels. Parental leave and paid sick time are also important. Some companies also offer mental health days. These are all things that do not go unnoticed with the blue-collar workforce. Long-Term Financial Security Workers not only want to be taken care of now, but they also want to have long-term financial security. This includes retirement matching or pension contributions. Budgeting help and financial education are important as well. Any seminars or resources to better help them understand their options early are also appreciated. If they know their employer is looking out for their long-term financial goals, they will greatly appreciate it. Appropriate Inclusivity The face of the blue-collar workforce is changing. More women are entering trades like construction and transportation. They are seeking inclusion in every aspect of this workforce. Inclusivity also extends to workwear, ensuring it encompasses all body types. Workers are also seeking mentorship that establishes clear career pathways for underrepresented groups in the trades. The Bottom Line The current job market is one in which blue-collar workers want to stay in their current positions but ensure they fulfill their needs. But there are those who don’t feel like their needs are being met. This group is quietly waiting for an offer that respects all of their boundaries. If you want to attract the best-quality employees, you need a more human-centric operation. At Summit Careers, we work with employers who are seeking the best-quality employees who also possess the skills they are looking for. To learn more about our program, reach out to a Summit Careers team member today.