When I got my first “real” job, my training consisted of watching a couple hours of training and safety videos, job shadowing, and then on-the-floor training for a couple of days. Granted, the learning curve wasn’t very steep, but I learned the value of proper training.
At Seer Interactive, we recognize that training requires an investment of time on behalf of teams creating and updating training materials, trainers, and individuals participating in the training itself.
Our people are behind the ideas that drive Seer, so proper training and access to leadership is paramount to setting every team and team member up for success. Read on to learn more about Seer’s training process and the “why” behind investing in training.
Seer Interactive does things differently – and training is no exception. Seer recognizes that we can’t expect new team members to jump into working “the Seer way” without proper training and support along the way. We are deliberate and direct with training new hires (30-90 days, depending on the role and division) to ensure familiarity with internal processes, standards, expectations, and culture.
At Seer, we invest in our people — a thoughtful and thorough onboarding and training process allows our new folks the opportunity to identify gaps and bring fresh eyes to our system which enables them to live deeper into our culture of innovation to set the team and company up for success.
Our values are our north star for what we do every day, how we level up those around us, make decisions, and treat our clients. One of my very first training sessions, a team of new hires met with Wil and chatted with him about culture and values, why he founded the company, what expectations are.
Our goal with training is create a great experience for a new hire to feel impactful and the team feel the impact of the talent we’re hiring. To get folks ramped up, to feel good about their position and company, feel included, and ultimately impact the business. The more we can ramp up quickly and understand the Seer process, sooner we can make an impact.
Our training process varies based on new hire, promotion, divisional training, etc. The format is typically a training handbook / manual, a one hour call with a trainer, and follow ups to put into practice.
The great thing about how Seer structures trainings is that everyone at Seer participates!
Pre-Covid, Seer still had in-person training. After the pandemic hit, Seer re-evaluated the need for travel, and had to rethink how we were training. There’s a difference in new hire training in office vs at home. There are additional considerations for what you should spend free time doing, who to reach out to if you have a question (although everyone is available by chat in group chats). The concept of getting to know trainers, re-training trainers with the understanding everyone is remote.
💡 Read this POV on Seer’s onboarding experience by a member of our Paid Media team.
Because you’re worth it!
Check out our open positions and learn more about what it’s like to work at Seer.
Source: www.seerinteractive.com, originally published on 2021-11-09 08:42:22