Optimizing Your Workforce Through Effective Talent Onboarding

Who We Are

Joe MinaudoPractice Leader, Talent Strategy & Transformation Advisory

@aTalentCompany

@JoeMinaudo www.thetalent.co

Who We Are

Simon ParkinPractice Leader, Human Resources Solutions

@aTalentCompany

@SimonParkin1 www.thetalent.co

So what makes us so knowledgeable?

Talent Onboarding

http://www.youtube.com/watch?v=ae8Vv9Iplok

VIDEO #1 – Interesting First Day Employee Welcome

A quick show of hands…….

Does This Describe Onboarding at your Organization?

Does This Describe Onboarding at your Organization?

“There’s your desk, the restrooms are down the halland lunch is at noon……..but my office door is alwaysopen if you have any questions”

Does This Describe Onboarding at your Organization?

“How many more formsdo I have to complete?”

Does This Describe Onboarding at your Organization?

“All this company informationon the intranet is interestingbut.....?”

Does This Describe Onboarding at your Organization?

“Let me drop you off at HR as New Hire Onboarding is HR’s responsibility”

Does This Describe Onboarding at your Organization?

“I know it’s only the first week,but did I make the right decision to join this company?”

Defining Onboarding

Onboarding is a business process that enables, facilitates, and ensures

new employees successfullyintegrate into an organization.

Defining Onboarding

Onboarding is a human experience which solidifies an impression made and sets a path of expectations for

what’s to come.

One of our key findings……

…..many organizations today say they have an Onboarding program

when in fact they are simply providingnew hire Orientation.

Onboarding vs. Orientation

Orientation is a:• One time “starting event”• Welcome and introduction• Quick intro into the key things

new hires need to know• Fails to improve retention,

productivity and engagement

Onboarding vs. Orientation

Onboarding:• Prepares new hires to succeed at

their job and within the organization through individual and targeted learning

• Involves frequent touch points• A series of milestones rather than a

one day event

Onboarding vs. Orientation

Onboarding:• Accommodates for learning and integration

at a different pace• Provides opportunities to engage, socialize

and understand the culture and embrace the core values of an organization

• Designed to accelerate and enhance new hire performance

Onboarding vs. Orientation

Onboarding:• Enables networking with others

within the organization, building relationships and inter-departmental awareness for collaboration and success.

Is 2014….finally the Year of Hiring?

Many organizations are back

to a focus on hiring in 2014……….

…..more pressure on both Recruitment & Retention for your organization!

Is 2014….finally the Year of Hiring?

We only want to hire “A” players!

• Does your Onboarding program support “A” players?

• Will “A” players become your best ambassadors?

Is 2014….finally the Year of Hiring?

Your external Employment Brand must mirror your internal Employment Brand

• Do you practice what you preach internally?

• How will new hires view your organization once joining?

vs

Your external Employment Brand must mirror your internal Employment Brand

Think its not necessary?

Think again!

Onboarding Program Statistics

50% of Hiring Organizations or the new hires themselves regret the

decisions they’ve made*

*The Recruiting Roundtable 2013

Onboarding Program Statistics

46% of new hires fail within 18 months*

*Leadership IQ 2013

Onboarding Program Statistics

Over 50% of organizations’ Onboarding programs last one week or less.

Only 15% of organizations have an Onboarding program that lasts more than 3

months.*PWC Saratoga 2013 Report

Onboarding Program Statistics

Only 13% of organizations actually have a dedicated budget

for Onboarding new talent.

*2013 Workforce Mobility Survey

The impact from a positive or negative Onboarding experience directly impacts employee retention, performance and

succession opportunities.

So What Are Leading Organizations Doing with Onboarding Programs?

Research shows that employees who are engaged earlier through Onboarding are more productive and stay longer.

• They have a formal Onboarding program for the new hire’s first year.

• Onboarding touch points are more spread out – they don’t try to cram too much in a small period of time.

• Their Onboarding program is considered an organizational accountability – not HR’s responsibility.

So What Are Leading Organizations Doing with Onboarding Programs?

• Dedicated individual(s) managing Onboarding – with stakeholders from across the organization.

• They recognize that every new hire has varying needs and Onboarding has to be flexible and allows for adjustments.

• Onboarding is integrated into the talent management process and overall organizational talent

strategy.

So What Are Leading Organizations Doing with Onboarding Programs?

Leading organizations have Onboarding programs with elements

that include:

• Mentoring & Coaching• Networking Opportunities• Formal Goal Setting &

Career Development Plans• Training & Development Programs• Management Accountability

Multiple engagement assessments for new hires usually at 1 month and 6 month intervals

How Do They Achieve Success?

It takes practice!

• The Executive team supports and participates in Onboarding.

• It is considered as important as new client Onboarding

How Do They Achieve Success?

Treat employees - they will treat your clients well!

Talent Onboarding

http://www.youtube.com/watch?v=x43sDW0kHvk

VIDEO #2 – New Employee Video - Novartis

How Do You Know When Your Organization is in Need of an

Onboarding Refresh?

• Problem with New Hire Retention• New Hires Show Up With Nowhere

To Go• Social Media• Ask New Hires• Ask Your Recruitment Agency Partners

The Business Case for a Successful Onboarding Program

• New hires become Brand Ambassadors• New hires help build candidate pipelines• Opportunities for employees to expand skills

beyond functional expertise.• Employee engagement scores increase• Robust talent management program• Leadership team becomes more “connected”

with the employee base

The Bottom Line

• Onboarding is not a task nor a one time event. It is a personal experience.

• It must be treated as an opportunity to align, engage and foster cohesion.

• It can be a competitive advantage

Talent Onboarding

http://www.youtube.com/watch?v=_OXghIn3HFI

VIDEO #3 – ROMA Moulding

Contact us

For further information or assistance contact:

Joe MinaudoThe Talent Company Ltd.(905) 475-5978joe.minaudo@thetalent.co www.thetalent.co

Simon ParkinThe Talent Company Ltd.(905) 475-8562simon.parkin@thetalent.co www.thetalent.co