The Art & Science of Onboarding Career Mobility: Employees in Motion

Jenna Filipkowski, PhD VP of Research Aubrey Wiete, MA VP of Content Operations

HCI.ORG

TODAY S AGENDA The four onboarding principles that lead to better talent and organizational outcomes The people and performance (and, yes, paperwork) components of a successful onboarding program How leading companies are designing onboarding programs + CONNECTION AND DISCUSSION

5 minutes Turn to a partner In 2 minutes, tell him or her everything he or she would need to know to do your job Switch

WHY ONBOARDING MATTERS 74% of HCI members say onboarding has been underutilized. 20% of new hires leave in the first 45 days (SHRM, 2016). Supports organizational branding and reputation. Encourages boomerang hires and referrals.

ONBOARDING IS NOT An introduction Piles of paperwork The full responsibility of HR Disorganized or inconsistent

FREQUENCY OF PRACTICES Source: Onboarding Outcomes: Fulfill New Hire Expectations, HCI.

YOUR PRACTICES ARE FOCUSED ON. PROCESSES & PAPERWORK PEOPLE & CULTURE PERFORMANCE & TRAINING

YOUR PRACTICES ARE FOCUSED ON. PROCESSES & PAPERWORK 37% PEOPLE & CULTURE 21% PERFORMANCE & TRAINING 9%

ONBOARDING IS Part of the candidate experience Connection between TA and L&D A continuous process to enable knowledge, skills, attitudes, and behaviors Focused on people and performance A partnership among employee, manager, and HR Is measured, evaluated, and refined

Invested Onboarders Value people and performance over paperwork Promote the partnership among HR, the manager, and the employee See it as a continuous process, not an event Measure their programs and time to proficiency

BETTER OUTCOMES

PROCESSES AND PAPERWORK Rules and regulations orientation (legal, policies, employee handbook, HR documents) Welcome email/call with first day agenda Resources orientation (technology, workstation, building tour, contact information)

PEOPLE AND CULTURE Company orientation (overview of industry, mission, values, and strategic objectives) Meetings with key stakeholders/team Meetings with senior leadership Group onboarding Job shadowing Assign an ambassador or buddy Discuss new hire transitions with team Regular check-in meetings with HR

PERFORMANCE Performance feedback from manager Training classes Written performance goals and timelines Peer mentoring or networking Development needs assessed Social event(s) Discussion of career goals Self-paced training resources/lms Professional coach practitioner access

Employee mobile apps New hire email journey Consistent Day 1 experience Immersive full day event for new hires Source: Onboarding Reimagined, HCI http://www.hci.org/lib/onboarding-reimagined

Automate onboarding processes with technology but focus on organizational culture. Utilize your culture s best ambassadors to share information and make new hires feel welcome. Measure and evaluate your efforts. 20

5 minutes What are your top challenges for onboarding at your organization? How have you addressed them?

CHALLENGES Inconsistency in application Competing priorities Measuring onboarding effectiveness Line of business buy in/manager accountability Insufficient technology Role ownership in onboarding program Following up with new hires Building consensus around strategy Lack of senior leadership support Communication among onboarding stakeholders 16% 13% 10% 44% 39% 36% 34% 29% 27% 26% Source: Onboarding Outcomes: Fulfill New Hire Expectations, HCI.

METRICS Source: Onboarding Outcomes: Fulfill New Hire Expectations, HCI.

Kathleen Creech Vice President of HR 25

First Week 90-day 90-day First Year Onboarding Onboarding Productivity Onboarding Survey Survey Assessment Survey for Managers Source: Understanding the Hiring & Onboarding Process at NCR, HCI http://www.hci.org/lib/understanding-hiring-onboarding-process-ncr

Survey all key stakeholders to improve onboarding effectiveness. Ensure all new employees receive a consistent, high quality onboarding experience. Measure the cultural fit of new hires. Survey new hires throughout the first year. 27

Talent Pulse report available on HCI.org

Jenna.FilipkowskI@hci.org Aubrey.Wiete@hci.org