How can you use CPS to create an inclusive onboarding process for new hires?

1 Identify the problem

The first step of CPS is to identify the problem you want to solve, which in this case is how to create an inclusive onboarding process for new hires. To do this, you need to gather data and feedback from various sources, such as your current employees, your new hires, your managers, your HR team, and your industry standards. You can use surveys, interviews, focus groups, or other methods to collect this information. The goal is to understand the current situation, the gaps, the opportunities, and the desired outcomes of your onboarding process.

2 Generate ideas

The second step of CPS is to generate as many ideas as possible to solve the problem, without judging or filtering them. You can use brainstorming, mind mapping, SCAMPER, or other techniques to stimulate your creativity and divergent thinking. You can also involve different stakeholders, such as your new hires, your mentors, your diversity and inclusion experts, or your customers, to get different perspectives and insights. The goal is to explore various options and alternatives for your onboarding process.

3 Evaluate and select ideas

The third step of CPS is to evaluate and select the best ideas for your onboarding process, based on criteria such as feasibility, impact, alignment, and cost. You can use voting, ranking, scoring, or other methods to narrow down your options and converge on the most promising ones. You can also test and prototype some of your ideas, using feedback loops, experiments, or simulations, to validate their effectiveness and suitability. The goal is to choose the most viable and valuable ideas for your onboarding process.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?