UNLOCK THE MAGIC OF O n b o a r d i n g O n b o a r d i n g You’ve spent time and money to find the perfect candidate. Once they’ve accepted an offer, making sure they are prepared and confident to do their job successfully is the next vital step.
UNLOCK THE MAGIC OF
OnboardingOnboarding
You’ve spent
t ime and money to find the
perfect candidate. Once they’ve accepted
an o�er, making sure they are prepared and
confident to do their job successful ly is the
next v i ta l step.
Importance of OnboardingImportance of OnboardingRESEARCH SHOWS THAT ACTIVE ONBOARDINGMEANS NEW HIRES ARE:
oriented faster competent and
product ive quicker retained on the
job longer
MORE REASONSTO UP YOURONBOARDING GAME:
20% of new hires leave within the first 45 days.
60% of managers who fa i l to onboard successful ly c i te fa i lure to establ ish e�ect ive working relat ionships as the main reason.
Time to Full Productivity for New Hires and TransfersTime to Full Productivity for New Hires and Transfers
Training Industry Quarter ly
2012 Workforce Mobi l i ty Survey
“The First 90 Days”
24 MONTHS
8-12 MONTHS
6.2 MONTHS
ORGANIZATIONS WITH A STANDARD ONBOARDING PROCESS EXPERIENCE 54% GREATER NEW HIRE PRODUCTIVITY AND 50% GREATER RETENTION.
onboarders are 2x as l ikely to reduce new hire t ime to proficiency.
INVESTED
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THE REASONS WHY EXECUTIVESFELT THEY FAILED IN A NEW ROLE
Poor understanding of how organizat ion
funct ions
69%
Ine�ect ive decis ion making
31%
Disagreement over strategy
28%
Lack of exper ience or ski l l
26%
Misfit with cul ture
65%
Di�culty a l igning with peers
57%
Lack of understanding with
business model
48%
“A study of the onboarding process at Texas Instruments found that employees who went through an improved onboarding process were ful ly productive two months faster than
employees in a tradit ional program.”
WHERE HR EXECUTIVES SAY THEIR COMPANIES SPEND TIME ONBOARDING.. .
88% Administrative86% Business Orientation85% Compliance & Legal52% Expectation Alignment33% Stakeholder Meetings29% Cultural Integration
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Steps Smart Companies Employ in Onboarding Steps Smart Companies Employ in Onboarding
Communicate pr ior to the
first day – and throughout
the onboard-ing process
1Concentrate
on the company’s culture and
values
2
Set expectat ions
for performance and career
paths
4Evaluate and measure to
ensure success and
to refine processes
5
Make t ime to train for
performance
3
SOURCES:1 . Jenna Fi l ipkowski , P. (2016) . Onboarding Outcomes: Fulfi l l New Hire Expectat ions. Human Capita l Inst i tut ion , The Global Associatoin of Talent Management. Cincinnat i : Human Capita l Inst i tut ion.
2. Mark Byford, M. D. (2017, May-June - - ) . Harvard Business Review. May-June 2017, pp. 78-86. Retr ieved from hbr.org: ht tps: / /hbr.org/2017/05/onboarding- isnt-enough.
3. Olson, B. (2017, Apr i l 20) . The Simple Truths About Onboarding. Retr ieved from essium.co: ht tp: / /essium.co/2017/04/the-s imple-truths-about-onboarding/ .
4. Talya N. Bauer, P. (2010) . Onboarding New Employees: Maximiz ing Success. SHRM Foundat ion. Alexandr ia : SHRM Foundat ion.
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